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 PRACTICE BOOK» NOT FOR SALE
Contents

1 HUMAN RESOURCE MANAGEMENT . . . . . . . . . . . . . . . . . . . 2

1.1 HUMAN RESOURCE MANAGEMENT . . . . . . . . . . . . . . . . . . . . . . . . . . 2
 1. HUMAN RESOURCE

NARAYAN CHANGDER
MANAGEMENT

1.1 HUMAN RESOURCE MANAGEMENT

1. Which of the following issues tends to be 4. What is a reason(s) for using home-
well disguised? country nationals?
A. Territorial
B. Social
C. Political
D. Economical

2. An evaluation of the performance level of

employees against established standards
A. Provide technical expertise and start
A. job analysis up operations.
B. performance appraisal B. The need to maintain and facilitate or-
C. job specification ganizational coordination and control
D. job description C. Provide the company’s more promis-
ing managers with international experi-
3. In job analysis, methods are also needed ence to equip them better for more re-
to collect information about job analysis. sponsible positions
Job analysis involves HR specialists, work-
ers, and worker supervisors. Below are D. All are correct
popular methods used in data collection, in-
cluding: 5. Developing characteristics of people are
needed to run business in
A. questionnaire
A. Short term
B. interview
B. Medium term
C. Quantitative job analysis technique us-
ing the Balance Score Card approach C. Long term
D. diary D. All of the above

1. A 2. B 3. C 4. D 5. C
1.1 HUMAN RESOURCE MANAGEMENT 3

6. Engagement is about the commitment of D. Staff Associations

employees to reach challenging goals, find-
E. Strikes
ing ways to change the way the company

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works. 11. discussion aimed at reaching an agree-
ment.
A. Cheese
B. Strikes
C. Negotiation
D. Work-to-rule
A. True
B. False E. Deadlock

7. Example of bias in appraisal system is? 12. The Affordable Care Act (ACA) requires
A. Information giving businesses with 10 or more employees to
provide health insurance or pay a penalty.
B. Retrenchment exercises
A. true
C. Advice giving
B. false
D. Fatigue

8. The ability to understand why people of 13. Challenges of Human Resources Manage-
other countries behave the way they do ment has three broad categories, which of
them is not a part of same?
A. Self-Orientation
A. Individual challenges
B. Perceptual Ability
C. Cultural Toughness B. Organizational challenges

D. none of above C. Productional challenges

D. Environmental challenges
9. What is the course/subject code of Man-
agement Human Resource?
14. Which performance appraisal methods con-
A. 2602600 sumes a lot of time?
B. 2606200 A. Essay method
C. 2602604 B. Rating Scales
D. 2602060
C. Critical incident
10. is a work stoppage, caused by the mass D. Tests And Observation
refusal of employees to work. This usu-
ally takes place in response to employee 15. Placing the right man for the right job is
grievances. It became common during the an example of
Industrial Revolution, when mass labor be-
came important in factories and mines. A. Jo Description

A. Trade Unions B. Job Specification

B. Collective Bargaining C. Job Analysis
C. Waffles D. Job Portfolio

6. A 7. D 8. B 9. C 10. E 11. C 12. B 13. C 14. A 15. C 16. B

1.1 HUMAN RESOURCE MANAGEMENT 4

16. refers to the process of evaluating the 21. Is off-shoring reversed. It is when a com-
performance of an employee pany brings production and operation facil-
ities back to the home country.
A. mentoring
A. Re-shoring
B. appraisal
B. Offshoring
C. training
C. Onshoring
D. induction
D. Outsourcing

NARAYAN CHANGDER
17. Workers with a high-power-distance
22. What are the advantages and disadvan-
value tend to accept the idea that
tages of internal recruitment?
A. people from different cultures also
A. Advantages of internal recruitment in-
have power.
clude higher costs, longer training period,
B. they may not achieve power until the and decreased employee morale.
distant future. B. Disadvantages include a wide pool of
C. people have unequal power through- candidates, potential for external con-
out the firm. flicts, and abundance of fresh perspec-
tives.
D. power comes through hard work.
C. Advantages of internal recruitment in-
18. Which of the following is NOT a component clude cost savings, shorter training pe-
of the marketing mix? riod, and improved employee morale. Dis-
advantages include limited pool of candi-
A. Product
dates, potential for internal conflicts, and
B. Price lack of fresh perspectives.
C. Promotion D. Advantages of internal recruitment in-
clude limited pool of candidates, potential
D. Perception
for internal conflicts, and lack of fresh per-
spectives.
19. In , employees are paid according to the
number of units they produce 23. In , the interviewer uses pre-set stan-
A. hourly work dardized questions which are put to all ap-
plicants?
B. piecework
A. Unstructured Interview
C. commission
B. Behavioural interview
D. bonus
C. Structured Interview
20. is learning activities designed to help D. Mixed Interview
individual employee to grow but which are
not confined to a particular job 24. Ethan Djuna is a territorial salesperson for
Lennox heating and air conditioning sys-
A. Training tems. Every six months Djuna’s sales man-
B. Education ager gives him feedback by showing Djuna
a comparison between his actual sales fig-
C. Development
ures and his sales objectives. This feed-
D. Skills back is called a appraisal.

17. C 18. D 19. B 20. C 21. A 22. C 23. C 24. D 25. A

1.1 HUMAN RESOURCE MANAGEMENT 5

A. controlled 30. A group of employees have decided to put

B. compensation minimal effort into their work in direct
protest against management’s decision to

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C. projected not upgrade lighting. Which measure of
D. performance effectiveness could management use to de-
termine the employees’ response?
25. What was the focus of the personnel func-
tion in the past role of HR management? A. Absenteeism

A. Transactional activities and compli- B. Level of staff turnover

ance C. Quality
B. Strategic contributions to organiza- D. Benchmarking
tions
31. Major account executive Katrina is visiting
C. Training and development
another country, and soon discovers that
D. Total rewards her customers will not talk about business
until the group has dined together for sev-
26. Everyone must retire at the age 65, so eral hours. Katrina would show cultural
there are plenty of jobs for younger people sensitivity by
A. True
A. attempting to conduct business as
B. False soon as the main meal iscompleted.
27. Coordination activities need to pay atten- B. explain that her company discourages
tion to the following things, except wasting time.
A. Simplification C. explaining with tact that the group is
wasting time andmoney.
B. Evaluation
D. trying to understand the dining tradi-
C. Integration
tion.
D. Coordination
32. Qualification, Experience, Training and Cer-
E. Synchronization
tification will fall under the umbrella of
28. Which of the following is not a step to es- A. Job Description
tablish pay rates?
B. Job Specification
A. Conduct a job evaluation
C. Job Evaluation
B. Compare pay grades to similar busi-
nesses D. Job Monitoring

C. Research through market analysis 33. This organisation is made up of members

D. Preform a job analysis and job evalua- (a membership-based organisation) and its
tion membership must be made up mainly of
workers. One of a trade union’s main aims
29. A situation in which someone loses their is to protect and advance the interests of
job because their employer does not need its members in the workplace. Most trade
them. unions are independent of any employer.
A. Redundancy A. Waffles
B. Retrenchment B. Collective Bargaining

26. B 27. B 28. B 29. A 30. D 31. D 32. B 33. D

1.1 HUMAN RESOURCE MANAGEMENT 6

C. Stirkes 38. middle levels of management consists

D. Trade Unions
E. Walk-out
34. Like many other companies, Robert Mon-
davi Winery uses to systematically
compare the actual performance of each
employee with his or her expected perfor-

NARAYAN CHANGDER
mance.
A. value analyses A. plant manager
B. worker benchmarks B. division manager
C. performance appraisals C. department manager
D. none of the above
D. all of the above
35. HONO is an HR Tech company offering HR
talent solutions has been appointed as 39. Multinational Operations-they own little
the chairman responsible for global expan- alliance to their country of origin. Oper-
sion of the company. ations are highly decentralized, with each
A. Rajesh Padmanabhan business unit free to make HR decisions
B. Ashok Vemuri with very loose control form corporate
headquarters.
C. Sanjay K Jha
D. Dinesh Paliwal A. True

36. By the report from the Cabinet Office B. False

(2003) who are more than twice as likely
to be unemployed? 40. It defines a total number of required hours
A. Black and minority ethnic people as a core workday and is flexible with the
starting and ending times
B. Older workers
C. Women A. Flex time
D. Disabled employees B. Permanent Part-time
37. According to Bamberger and Phillips’ C. Telecommuting
model, what are the three poles that in-
D. External recruiting
fluence HR strategy?
A. Environment, human resource strat-
41. Generally, what percentage of time should
egy, and business strategy.
a supervisor spend talking during an ap-
B. Corporate strategy, business strategy, praisal interview?
and functional strategy.
A. 10 to 15
C. Internal organizational strengths, ex-
ternal environmental opportunities, and B. 20 to 25
strategic factors.
C. 30 to 35
D. Mission, goals, and strategic evalua-
tion. D. 40 to 45

34. C 35. A 36. A 37. A 38. D 39. B 40. A 41. C

1.1 HUMAN RESOURCE MANAGEMENT 7

42. There are many factors that affect the wel- Explanation:Human Resource Manage-
fare of employees in an organization. In ment (HRM) is the process of managing
addition to government policies and reg- and developing an organization’s work-

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ulations and the increase in medical ex- force. It involves recruiting, hiring, train-
penses, there are also A. The price level of ing, and developing employees, as well
society B. The situation of the labor mar- as managing their performance, compen-
ket C. The need for personnel protection D. sation, and benefits. HRM also includes
The welfare status of competitors E. The managing employee relations, such as re-
economic strength of the enterprise solving conflicts, disciplining employees,
A. ABCD and ensuring compliance with labor laws.
HRM is an important part of any organiza-
B. ABCDE tion, as it helps to ensure that the orga-
C. ACDE nization has the right people in the right
roles, and that they are motivated and
D. AWAY
productive.
43. Engagement is not about the commitment 46. The term used to describe a type of ap-
of employees to reach challenging goals, praisal where employees appraise them-
finding ways to change the way the com- selves against a predetermined criteria,
pany works and reach personal satisfac- reflecting on their strengths and weak-
tion from the job being done. nesses is self-appraisal.
A. TRUE A. True
B. FALSE B. False
Explanation:The term used to describe
44. Which of the following is a benefit of em- a type of appraisal where employ-
ployee training? ees appraise themselves against a
A. Improves morale predetermined criteria, reflecting on
their strengths and weaknesses is self-
B. Helps people identify with organisa-
appraisal.
tional goals
C. Provides a good climate for learning, 47. With reference to Hofstede’s national cul-
growth and co-ordination ture framework, Vietnam scores high on
D. None of these A. Power distance index
B. Masculinity
45. Human Resource Management(HRM) is
C. Indulgence
the process of?
D. Individualism
A. Developing and implementing com-
pany strategies 48. is the personnel activity by means of
B. The process of managing the firm’s which the enterprise determines the ex-
workforce to ensure that the firm tent to which the employee is performing
achieves its goals the job effectively
A. Job evaluation
C. Creating and managing financial
records B. Work evaluation
D. Establishing and maintaining internal C. Performance evaluation
stakeholder relationships D. None of the above

42. B 43. B 44. B 45. B 46. A 47. A 48. C

1.1 HUMAN RESOURCE MANAGEMENT 8

49. What is TRUE about Performance manage- 53. The process of getting detailed informa-
ment? tion about jobs
A. Determine how much to offer A. Job analysis
inbonuses, commissions, andother
performance-relatedpay B. Job design

B. The process ofensuring that employ- C. Selection

ees’ activities and outputsmatch the orga- D. Development
nization’s goals

NARAYAN CHANGDER
C. The HR department may beresponsi- 54. Appraising employee performances help
ble for developing or obtainingquestion- you with deciding:
naires and other devices for measuring-
A. Health plans
performance
B. Scheduling
D. The acquisition ofknowledge, skills,
andbehaviors thatimprove anemployee’s C. Promotions
ability tomeet changes in jobrequirements
D. Team compensation
and incustomer demands

50. Very unhealthy and dirty workplace can 55. “I believe the real difference between suc-
cause you which problem? cess and failure in a corporation can be
very often traced to the question of how
A. Dissatisfaction with work group.
well the organization brings out the great
B. Dissatisfaction with work facilitation. energies and talents of its people.” This is
C. Dissatisfaction with job fulfillment. according to?
D. Dissatisfaction with security. A. Thomas J. Watson, Jr.

51. Interview is one of the method of collect- B. George Elton Mayo

ing job analysis information. Who are we C. Steve Case
going to interview to get the information?
D. Frederick Winslow Taylor
A. Candidates who are applying for the
job
56. ROI + ROE = Black Box
B. The subordinates of the jobholders
A. Yes
C. The jobholders
B. No
D. The top management of the organiza-
tion C. Maybe Yes and No

52. The level of management tasked with lead- D. Not sure

ing and supervising operational personnel
is 57. Performance evaluation is necessary to de-
termine an employee’s suitability for:
A. Organizing
A. Training/promotion
B. Top management
C. Lower management B. Transfer
D. Middle management C. Recruitment
E. Personnel D. Increments

49. B 49. C 50. B 51. C 52. C 53. A 54. C 55. A 56. B 57. A 58. B
1.1 HUMAN RESOURCE MANAGEMENT 9

58. Job Evaluation tries to make a systematic 63. The following are features of job evalua-
comparison between tion EXCEPT

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A. Workers A. carried on by groups not individuals
B. Jobs
B. degree of subjectivity is always
C. Machines present
D. Departments
C. Both A and B
59. Not discriminating based on gender while
hiring D. none of above
A. Laws affecting Employment
64. A job specification is:
B. Workplace Policies
C. Compensation and Benefits A. a statement about the type of person
required for a particular job
D. Worker Protection
E. Training and Development B. a statement about the work involved in
a production process
60. Which is one of the roles assumed by HR?
C. a statement about the tasks involved
A. Change expert in a particular job to be filled
B. HR delivery
D. a statement about the questions to be
C. Quadrant 1
asked at an interview for a job
D. none of above
61. Once workers have good wages and bene- 65. A small business owner should do all of
fits, unions are no longer useful in a work- the following when interviewing job can-
place. didates EXCEPT:
A. False A. explain the atmosphere in which the
B. True job applicant would work
C. Maybe B. talk about the significance of working
D. I don’t know at a new business

62. The definition of the HR withdrawal func- C. avoid ruling out a job applicant until
tion is the interview is over
A. the process of searching for and at- D. refuse to allow the candidate to ask
tracting prospective workers who are questions
able to apply as potential applicants with
the best qualifications for the company 66. Can salaried employees belong to trade
B. the opposite process to propulsion unions?
C. the process of searching for and at-
A. Yes
tracting prospective brides and grooms
who are able to apply as prospective appli- B. No
cants with the best qualifications for par-
ents. C. I don’t know
D. none of above D. none of above

59. A 60. A 61. A 62. A 63. C 64. C 65. D 66. B

1.1 HUMAN RESOURCE MANAGEMENT 10

67. Consider the role of effective employee 71. What is the purpose of job analysis?
relations in fostering a positive work en- A. To provide better company location
vironment. How can organizations pro-
mote open communication, handle em- B. To specify the duties and responsibili-
ployee grievances, and build strong rela- ties of the position
tionships between employees and manage- C. To assist supervisors in the manage-
ment? ment of employees
A. By managing employee performance D. To serve as a guide in method improve-

NARAYAN CHANGDER
B. By determining employee compensa- ment
tion 72. Empowered employees apply logic.
C. By maintaining positive relationships
A. Waiting to be told versus taking the ini-
between employees and the organization
tiative
D. By conducting job interviews
B. Seeing only problems versus seing op-
68. What is a percentage of a sale paid to a portunities.
salesperson? C. accepting input at face value versus
A. commission thinking critically.
B. wages D. Pass decisions up the line versus build-
C. salary ing consensus for solutions.

D. benefits 73. The tendency to generate (or) recognize

ideas, alternatives, or possibilities that
69. At the end of the year, the manager of may be useful in solving problems, com-
Chick-fil-a Corp., Ava, is tasked with eval- municating with others, and entertaining
uating the performance of her team mem- ourselves and others
bers, including Zach and Kyra. What is this
process called? A. Leadership
A. Calculating annual leave B. Creativity
B. Implementing employee recognition C. Team Building
programs D. None of the above
C. Conducting performance appraisal
74. Which of these factors is not included in
D. Organizing team building activities environmentalscanning?
tags130.142
A. Political issues
70. The evaluation center method is mainly B. Technological changes
used to recruit managers. The commonly
C. Economic factors
used methods are (ABC>. A. Document
processing B. Leaderless group discussion D. None of the above
C. Role play D. Intelligence test E. Aptitude
75. Which HR job involves administering job
test
evaluation systems, manage the wage and
A. CDE salary systems, administer incentives and
B. ABC other pay related functions?
C. ADE A. benefits specialist
D. BCD B. recruitment manager

67. C 68. A 69. C 70. B 71. B 71. C 71. D 72. C 73. B 74. D 75. D
1.1 HUMAN RESOURCE MANAGEMENT 11

C. employee and labor relations supervi- 81. One of the functions of a human re-
sor source manager includes directing the ac-
tivities of his or her subordinates in the

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D. compensation specialist
HR department.
76. .... is an organisation that attempts to im-
A. corporate
prove the working conditions of employ-
ees. B. coordinative
A. trade union C. line
B. corporate union D. staff
C. employee consortium
82. Which of the following is NOT a construc-
D. human resource department tive team role?
77. Final solution offered in case the enter- A. Information seeker
prise is overstaffed:
B. Recognition seeker
A. Work sharing
C. Information giver
B. Overtime
D. Gate Keeper
C. Hiring freeze
D. Dismissal 83. .... is the process of estimating the Quality
and Quantity of people required to meet
78. Appraisal done after the job is called as
future needs of the organisation
A. ....Demand forecasting
A. Performance appraisal
B. Potential appraisal B. ....supply forecasting
C. .... Environment forecasting
79. Which term refers to training and evaluat-
ing employees? D. .... none of the above
A. hiring and firing
84. Which one is not considered as an option
B. employee orientation for avoiding a shortage?
C. human resources management A. Overtime
D. job description B. Turnover reductions
80. Why is training and development impor- C. Pay reductions
tant in Human Resource Management?
D. Outsourcing
A. To increase the number of employees
in the organization 85. In , the interviewer uses pre-set stan-
B. To provide financial incentives to the dardized question which are put to all ap-
staff plicant.
C. To ensure that employees have the A. Unstructured Interview
necessary skills and knowledge for their
B. Behavioural Interview
roles
C. Structure Interview
D. To outsource certain tasks to external
agencies D. Mixed Interview

76. A 77. D 78. A 79. C 80. C 81. C 82. B 83. A 84. C 85. C 86. B 86. C 86. D
1.1 HUMAN RESOURCE MANAGEMENT 12

86. Which are tasks of HR? (there is more 90. What is not an extrinsic reward
than one answer) A. Paid Time Off
A. Accounting B. Gift Card
B. Recruitment C. Self-Satisfaction
C. Selection D. Cash Bonus
D. Training 91. Which of the following factors is not re-
lated directly to the success of expatriate

NARAYAN CHANGDER
E. Controlling
assignments?
87. What is the most important factor respon- A. the personality of expatriate employ-
sible for workplace accidents? ees
B. the intentions of expatriate employees
C. the incapability of the spouse to adjust
to the new situation
D. the nature of products produced by the
company
92. Ability is the sum of internal forces which
cause a person to behave in certain ways.
A. True
B. False
A. Employee stress
93. All training undertaken for new employees
B. Rolling schedule
A. Induction training
C. Night shift work
B. Off the job training
D. Use of inappropriate techniques
C. On the job training
88. When you decide to make a job offer to a D. none of above
candidate, contacting the person by e-mail
is the best way to extend the offer. 94. Which of the following describe the mood
of staff?
A. true
A. staff training
B. false
B. staff motivation
89. Which is the main factor in running a busi- C. staff appraisal
ness because it plays a role as manager D. none of above
and executor of other business resources
such as funds, environment, machines, and 95. Hiring employees includes:
so on. Is A. Job descriptions
A. Human Resources B. Job advertisements
B. Human Fund Resources C. Discrimination
C. Capital Resources D. Job interviews
D. Natural Resources E. Testing

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1.1 HUMAN RESOURCE MANAGEMENT 13

96. What is your company brand? A. Globalization Trends

A. Company reputation B. Technological Trends

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B. Product C. Trends in the Nature of Work
C. Service D. Societal Trends
D. Management
102. What is the main purpose of recruitment
97. Incentives always have a positive effect and selection in human resource manage-
on performance. ment?
A. True A. To attract and choose the right candi-
dates for the organization.
B. False
B. To randomly select candidates without
98. What is the role of the Trade Union Repre- any criteria
sentative?
C. To hire anyone who applies without
A. Representing the employer’s interests any screening process
B. Negotiating with the indigenous com- D. To repel and reject potential candi-
munity dates
C. Promoting cultural sensitivity in the
workplace 103. Which of the following is not a recruit-
ment methods used by HRM to recruit
D. Advocating for the welfare of the em-
qualified employees
ployees
A. Internal recruitment
99. It allows employees to work in the office
B. External recruitment
part-time and work from home part-time
or work completely from home, making C. Non of the above
only occasional visits to the office D. none of above
A. Job sharing
104. It is an environment where masses are
B. compresses workweek enlightened through training, education
C. telecommuting and mass media.
D. none of above A. Political environment
100. Appraisals, 1 to 1’s and other achieve- B. Economic environment
ment recognition programs. The oppor- C. Educational environment
tunity to achieve and secure job promo-
D. None of the above
tions.fulfills which need:
A. Esteem 105. In order for Globisys to establish effec-
B. Self actualisation tive rewards based on group contributions,
the firm should measure performance with-
C. Social out considering the contributions of other
D. Safety teams and use this system when work is
organizationally interdependent.
101. The following are the Changes and the
new Trends in Human Resource Manage- A. True
ment EXCEPT B. False

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1.1 HUMAN RESOURCE MANAGEMENT 14

106. People who comprise an organisation can A. Acceptance

be considered the most valuable asset.
B. Paradigm Shift
A. True
C. Recruiting
B. False
D. Diversity
107. It is a management function focused on
hiring, motivating, and maintaining people 112. Semantic barriers includes (Tick all
in the organization. the correct answers)

NARAYAN CHANGDER
A. Human Resource Motivation A. Denotation and connotations

B. Human Resource Management B. Faulty translation

C. Human Resource Planning C. Distance and time

D. Human Resource Investigation D. Words with different meanings
E. Information overload
108. All are uses of job analysis information
EXCEPT 113. In addressing changing skill requirements,
A. recruitment and selection what should Human Resource Manage-
ment focus on?
B. training
A. Sustaining the existing skill set
C. compensation
D. HR planning B. Ignoring educational qualifications
C. Bridging skill gaps through suitable
109. Call center manager Charlie has a strong training programs
performance orientation value, so he is
likely to D. Hiring based on traditional skill sets
only
A. be quite confrontational when a cus-
tomer is unrealistic. 114. The concept where employees should ex-
B. treat men and women workers quite ert greater work effort if they have rea-
differently. son to expect it in a valued reward forms
is a basis of
C. encourage high standards of perfor-
mance at the call center. A. equity theory
D. set high work standards for himself, B. instrumentality theory
and low standards for others. C. pay secrecy
110. As long as a job candidate has the appro- D. expectancy theory
priate skills needed, it is not necessary to
verify that the information provided on his 115. Mary is new at her job. To understand
or her resume and job application is cor- what she neds to do her manager gave her
rect. a very detailed
A. True A. Compensation and Benefits
B. False B. Headcount
C. Job description
111. Innovation, Adaptability and Localization
are benefits associated with D. Incentive

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1.1 HUMAN RESOURCE MANAGEMENT 15

116. *GOOD INDUSTRIAL RELATIONS ARE EN- D. On-the-job training

SURED BY
121. Which is an activity to educate employ-

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A. Maintenance ees about how to carry out a job. Is
B. Compensation A. Appointment
C. Development B. Training
D. Procurement C. Development
E. Integration D. Attention
117. A(n) is a union that consists of many 122. What is the other title for human re-
local unions in a particular industry, skilled source specialist
trade, or geographic area and thus repre-
A. Manager Human Resource
sents workers throughout an entire coun-
try. B. Welfare Officer
A. Federated union C. Senior Human Resource Manager
B. National union D. Personnel Manager
C. Union aggregate 123. Sohail works for “Energy Engineering
D. Union conglomerate Works.” Apart from the regular com-
pensation, the company provides him
118. One of the function of the HRM process with things such as tuition reimbursement,
is recreational opportunities etc. What is the
A. Selecting, training and evaluating the name given to these things of value?
work force. A. Incentives
B. Ensuring that competent employees B. Benefits
are identified and selected.
C. Rewards
C. HRM helps establish an organization’s
D. Compensation
sustainable competitive advantage.
D. none of above 124. Adequate toilet facilities are require-
ments for employees as provided by the
119. Tick all the possible effects of high moral.
A. National Insurance Act
A. High productivity
B. Occupational Safety and Health Act
B. Low rate of accidents C. Factories, Office and Shops Act
C. Good discipline D. Equal Opportunity
D. Antagonism towards the organisation
125. Learning that is learner initiated, in-
E. Resistance to change volves action and doing, is motivated by
120. The training that the company conducts an intent to develop, and does not occur in
for new employees before they start a formal learning
working is called A. Training
A. Training B. Formal training
B. Job Orientation C. Informal training
C. Full-time training D. Competitive advantage

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1.1 HUMAN RESOURCE MANAGEMENT 16

126. Majority of the disputes in industries are B. Heterarchy

related to the problem of C. Autonomy
A. wages D. Entities
B. salaries
131. Which skills are included in Agile think-
C. benefits ing?
D. all of the above A. Innovation
B. Managing paradoxes and balancing op-

NARAYAN CHANGDER
127. What is the main focus of strategic HRM
according to the text? posing views
A. To establish a close two-way relation- C. Ability to consider and prepare for mul-
ship or ‘fit’ between the external business tiple scenarios
strategy and the elements of the internal D. Dealing with complexity and ambiguity
HR strategy.
E. Ability to see the “big picture”
B. To determine the long-run perfor-
mance of the corporation through the ef- 132. The union and management agreement
fective management of people. that allows non-union people to be hired
but requires that they join the union after a
C. To align HR policies and practices with probationary period creates the shop.
the immediate business conditions of the
organization. A. Agency
D. To integrate HR policies and practices B. Open
with the global strategies of the organiza- C. Negative
tion. D. Union
128. Which of the following leadership traits 133. Define employee motivation:
is MOST important for a project manager?
A. The sum of external forces which
A. Communication cause a person to behave in certain ways
B. Team building or what drives individual members of staff
to put effort into the job.
C. Technical expertise
B. The sum of what causes a person to be
D. Project control
happy.
129. Ahmad has a good work performance and C. The sum of internal forces which cause
has been instructed to be transferred to a person to behave in certain ways or
another branch referring to what drives individual members of staff to
A. Internal recruitment put effort into the job.
B. External recruitment D. none of above
C. Workers outside the organization. 134. Explain the concept of job analysis and its
D. none of above importance in the recruitment process.
A. Job analysis is the process of creat-
130. The complex network of interrelated ac- ing marketing materials to attract poten-
tivities in a MNE can be described in the tial candidates. It is important in the re-
following structure: cruitment process as it helps in promoting
A. Hierarchy the company’s brand and culture.

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1.1 HUMAN RESOURCE MANAGEMENT 17

B. Job analysis is the process of conduct- C. Job analysis

ing background checks on potential candi- D. Job description
dates. It is important in the recruitment

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process as it helps in verifying the accu- 138. Host-based pay is compensation that is
racy of resumes and qualifications. equivalent to that earned by employees
C. Job analysis is the process of evaluat- in the country where the expatriate is as-
ing employee performance and productiv- signed, and companies use this method be-
ity. It is important in the recruitment pro- cause it is less costly than other methods.
cess as it helps in determining salary and A. True
benefits for new hires. B. False
D. Job analysis is the process of gather-
ing, documenting, and analyzing informa- 139. Which role of human resource manage-
tion about a job’s tasks, responsibilities, ment focuses on clerical administration and
and requirements. It is important in the record keeping?
recruitment process as it helps in creat- A. Strategic role
ing accurate job descriptions, identifying
B. Operational role
the skills and qualifications needed for the
job, and determining the appropriate se- C. Employee advocate role
lection criteria for candidates. D. Administrative role
135. The use of a third party in industrial 140. concept of studying and collecting infor-
disputes to encourage both employer and mation relating to the responsibilities of a
union to discuss an acceptable compromise specific job
solution.
A. Job Analysis
A. Work-to-Rule
B. Employee Involvement
B. Conciliation
C. Contemporary Challenges
C. Deadlock
D. Strategic Planning
D. Go-Slow
E. Conflict 141. What are the characteristics of a bureau-
cratic organization according to Weber?
136. The skill to communicate, collaborate and A. Bureaucratic organizations have clear
motivate others is called rules and procedures
A. Communications B. Bureaucratic organizations provide
B. Conceptual freedom and autonomy to employees
C. Technical C. Bureaucratic organizations do not
D. Sympathy have a clear hierarchy

E. Interpersonal D. Bureaucratic organizations have a flex-

ible and informal structure
137. :set of organizational activities di-
rected at attracting, developing and main- 142. Environmental scanning is the monitoring,
taining an effective workforce evaluation, and disseminating of informa-
tion from the external and internal envi-
A. HR ronments to key people within the corpo-
B. HRM ration.

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1.1 HUMAN RESOURCE MANAGEMENT 18

A. True A. I, II and IV
B. False B. I, II and III
143. Job analysis is the basis for which of the
following? 148. Which of the following is not an input into
Develop Human Resource Plan?
A. Job Descriptions
A. Enterprise Environmental Factors
B. Job Specifications
C. Job Evaluation B. Role and Responsibility assignments

NARAYAN CHANGDER
D. Training Needs Assessments C. Organizational Process Audits
144. It is an environment where the windfall D. Activity Resource Requirements
of trade, business and industry is robust
and there’s plenty of activity like in the 149. Despite making tremendous strides in
post war period, employment is high. terms of equality women still face daunt-
A. Political environment ing discrimination in terms of both pay and
promotion
B. Economic environment
A. true
C. Educational environment
D. None of the above. B. false

145. Life insurance, sick leave, and holiday 150. External factors Environmental Human
pay are examples of Resources, except
A. benefits
A. Political stability
B. employee contributions
B. Technological advancement
C. pension plans
D. profit sharing C. Economic condition
D. Social media influence
146. Which statement does not belong to The-
ory Y
151. When an employer notices an employee
A. human beings will try to reach objec- not performing well or causing problems,
tives using their creativity the employee should be fired immediately.
B. the intellectual potential of human be-
A. true
ings is only partly used
C. human beings will only achieve corpo- B. false
rate objectives if threatened with punish-
ment 152. The is a 1993 law that requires em-
ployers to provide unpaid leave for up to
D. the prospect of achieving a higher po-
twelve weeks.
sition in a company will make employees
work harder A. Fair Labor Standards Act
147. What are the components of staffing in B. Family and Medical Leave Act
Human Resource management? I. Plan-
C. Disability and Leave Act
ningII. RecruitmentIII. SelectionIV. Ordina-
tion D. Twelve-Week Leave Act

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1.1 HUMAN RESOURCE MANAGEMENT 19

153. The legislation in Caribbean countries 157. The first step in task analysis is to
which sets standards for health and safety
A. define descriptive terms
provisions in the workplace is usually

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called B. refer to other similar jobs
A. trade union acts C. identify the skills required
B. equal opportunities acts D. review the job description
C. truckers acts 158. Which one does NOT belong on a person
D. occupational safety and health act specification?
(OSHA)
A. Pay
154. In which the interviewer uses pre-set B. Skills
standardised question which are put to all
C. Qualifications
applicants
A. Unstructured interview D. Experience

B. behaviourial interview 159. Why is the Finance and Accounting de-

C. structural interview partment important to a business?

D. mixed interview A. Controls hiring decisions

B. Businesses cannot exist without cash
155. Is one of the most crucial factors in im-
flow
proving a firms performance.
C. Focuses on the worth of the company
D. Controls the Human Resources depart-
A. ment

160. The following are internal factors that

can influence human resource management
B. EXCEPT
A. labour market
B. leadership style
C. C. corporate culture
D. organisational strategies
D. 161. If General Motors, a U.S. company, trans-
ferred Karsten, a native German, from an
156. Students who will work for little or no assignment in Bonn to a new assignment
pay in order to gain experience in a partic- in Paris, Karsten would then be considered
ular field are called a
A. interns A. home-country national.
B. temporary employees B. host-country national.
C. apprentices C. third-country national.
D. freelancers D. first-country national.

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1.1 HUMAN RESOURCE MANAGEMENT 20

162. Which of the following words relate to A. Placement

HRM
B. Orientation
A. Strategic
C. Job Rotation
B. Learners
D. Counseling
C. Integrated
D. Coherent 167. Discrimination based on facially neutral
Explanation:Human Resource Manage- employment practices that disproportion-

NARAYAN CHANGDER
ment can be defined as a Strategic, ately exclude a protected group from em-
Integrated and Coherent approach to ployment opportunities is ?
the employment, development and wel- A. Reasonable accommodation
being of the people working in organsi-
B. Disparate treatment
ationsStrategis = plannedIntegrated =
merged togetherCoherent = well thought C. Disparate impact
out
D. All of the above
163. What of the following are the disadvan-
tages of GREEN HRM? 168. .... company has rolled out a new gen-
der confirmation leave policy. Employees,
A. Initial costs who are looking to transition their gender,
B. Adequate savings can get up to one month of paid leave for
gender reassignment surgery and other
C. Uneven competition
medical procedures.
D. Both a and c
A. Limeroad
164. A way to do more with less effort, equip- B. Meesho
ment space, and time, but still provide cus-
tomers what they need and want C. Amazon
A. Lean thinking D. Flipkart
B. Six Sigma process 169. What can be happened when company
C. Asana cannot retain its key employees?
D. Wegmans A. Domino Effect

165. Which of the following is NOT a level of B. Loss of trade secrets

Maslow’s hierarchy of needs? C. All of above
A. Self-actualization D. Loss of good human capital
B. Self-esteem
170. Performance management and appraisal
C. Personal interest processes aim to:
D. Safety
A. Determine employee benefits
166. The process of receiving and welcoming B. Identify employee training needs
an employee when he first joins a com-
C. Evaluate employee job performance
pany and giving him the basic information
he needs to settle down quickly and hap- D. Develop employee compensation
pily and starts working, is referred to as plans

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1.1 HUMAN RESOURCE MANAGEMENT 21

171. The skills, knowledge, and abilities a per- C. Job analysis

son must have to fill a job are spelled out D. HR Planning
in a job description.

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177. Which is the systematic process of hiring
A. True
the right person for the right job and the
B. False right time?
172. Which type of organization is BEST A. Placing
for managing complex projects involving B. Recruiting
cross-disciplinary efforts? C. Selecting
A. Projectized D. none of above
B. Functional
178. The goal of HRM is to align people prac-
C. Line tices to organizational strategy to produce
D. Matrix behaviours required to achieve organiza-
tional goals.
173. With Internet technology, we have the A. True
capability to connect in real-time with peo-
B. False
plefromall over the world using a
A. corporate meeting 179. Human Resource creates value by en-
gaging in activities that produce the em-
B. professional conference
ployee behaviors that the company needs,
C. skills seminar to achieve its strategic goals.
D. webinar A. True
B. False
174. What is the important function of an or-
ganization? 180. Recruitment is
A. Human Resource Management A. the process of attracting suitable peo-
B. recruitment ple to apply for job vacancies.
C. Create value B. choosing the most suitable candidate
from among a group of applicants.
D. Selection
181. Employees who were dismissed are not
175. is a process that aims at rejecting un- subject to exit interview.
suitable candidates.
A. True
A. job Training B. False
B. Job Evaluation
182. means having a person learn a job by
C. Selection actually doing it.
D. Recruitment

176. “The process of getting detailed informa-

tion about jobs” is known as of human
resource
A. Recruitment
B. Training A. Social learning

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1.1 HUMAN RESOURCE MANAGEMENT 22

B. Simulated learning 188. Who laid the foundation of Human Re-

C. Behavior modeling source Management practices?

D. On-the-job training A. David C. McClelland

B. Roethlisberger and Dickinson
183. Which of the following in an evaluation
C. Peter Drucker and Douglas McGregor
of how well an employee is doing?
D. Elton Mayo
A. recruitment

NARAYAN CHANGDER
B. compensation 189. Which of the following is a popular selec-
tion method?
C. group training
A. Personality Test
D. performance appraisal
B. Orientation
184. All of the following are on the job train-
C. Competition
ing except?
D. Internal
A. job rotation
B. mentoring 190. Meshing compensation and organiza-
tional objectives helps employees assume
C. apprenticeship ownership of their jobs, which can, in turn,
D. distance learning improve their effort and overall job perfor-
mance.
185. Under federal labor law, employers can
A. True
A. attend union meetings.
B. False
B. publicly emphasize unfavorable as-
pects of unionism. 191. A KPI is a over time for a specific ob-
C. change working conditions of employ- jective.
ees who work for the union. A. Quantifiable measure of performance.
D. review union authorization cards. B. Non-quantifiable measure of perfor-
mance.
186. The owners of a business do not like
trade unions because 192. To which body in Australia is personal in-
come tax paid?
A. Trade unions are joined by workers.
A. New South Wales government
B. Trade unions make the business look
bad. B. Industrial Relations Commission
C. Trade unions steal money. C. Australian Taxation Office
D. Trade unions give more bargaining D. Australian Securities and Investments
power to the employees. Commission

187. HRM stands for 193. When labour demand equals labour sup-
ply:
A. Human resource Maintenance
A. occupational health and safety is criti-
B. Human resource Management cal in achieving balance.
C. Human resource Machine B. compensation and benefits are most
D. none of above important.

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1.1 HUMAN RESOURCE MANAGEMENT 23

C. project management skills are critical C. NO. She does not have a grievance be-
for achieving balance. cause there is no contract violation here.

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D. HR personnel must hire more re- D. Yes. She should encourage her em-
cruiters. ployees to strike.
E. performance management is critical in 197. KSAT means knowledge, skills, aptitude
achieving balance. and
194. What is Job design? A. touch
A. The process of defining the way work B. talents
will be performed and the tasks that a C. trump
given job requires D. none of above
B. The process throughwhich the orga-
198. WHAT IS THE FIRST STEP IN CARRYING
nizationseeks applicants forpotential em-
OUT THE EMPLOYEE RECRUITMENT AND
ployment
SELECTION PROCESS?
C. The process of getting detailed infor-
A. PERFORM A JOB ANALYSIS
mation about jobs
B. MAKING DECISIONS TO HIRING NEW
D. A planned effort toenable employees
EMPLOYEE
tolearn job-relatedknowledge, skills, and-
behavior C. COLLECTING INFORMATION ABOUT
APPLICANTS
195. BONUS:A Sampling method where the D. SELECTING THE MOST QUALIFIED AP-
batch of product is rated on a continuous PLICANTS FOR THE POSITION
scale that shows how well the batch con-
formed to ideal quality is called: 199. HRM is about
A. Tolerance Sampling A. profit
B. Variable Sampling B. people
C. Attribute Sampling C. customer
D. Special Cause Sampling D. technology

196. . Penny Clovis works as a mainte- 200. Which of the following is NOT a business
nance supervisor for a large hotel. She is department
new in her position and the first woman A. Human resources
to ever hold this position for this hotel B. Finance
chain. Clovis has become increasingly con-
C. Marketing
cerned about negative statements she has
overheard like, “Well, Penny’s promotion D. External relations
should get the affirmative action people
201. Which one is considered as an option for
off our back for awhile.” According to the
reducing a surplus?
definition, does Clovis have a grievance?
A. Hiring freeze
A. Yes. She should report it immediately
to her union steward. B. New external hires
B. Yes. She should report it at once to her C. Outsourcing
immediate supervisor. D. Technological innovation

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1.1 HUMAN RESOURCE MANAGEMENT 24

202. HRP stands for leaving, while redundancy is when a

A. Human Resource Procuring worker is told to leave their job because
their work or behavior is unsatisfactory
B. Human Resource Planning
C. Dismissal is when an employee re-
C. Human Retain Planning signs from a job, while redundancy is
D. Human Resource Production when an employee is dismissed by the
management
203. What is the definition of human resource
D. Dismissal is when a worker is told to

NARAYAN CHANGDER
planning?
leave their job because their work or be-
A. Human resource planning is the pro- havior is unsatisfactory, while redundancy
cess of determining the number of work- is when an employee is no longer needed
force in the future as well as ensuring the and loses their work through no fault of
quality of employees recruited to achieve theirs
the company’s objectives.
206. This skill is needed to be in an HR profes-
B. Human resource planning is a function sion because it deals with human beings
implemented in organizations to help facil- with feelings, values and behavioral atti-
itate the effective use of human resources tudes influenced by the interplay between
to achieve organizational and individual heredity and environment.
goals.
A. Ability to dual focus
204. What’s orientation? B. Team-oriented
A. The process of screening job appli- C. Human Relations or Interpersonal
cants to ensure that the most appropriate
D. Trust and Confidence
candidates are hired.
B. introducing a new employee to his or 207. Who was the speaker yesterday who dis-
her job and the organization. cussed the Hierarchy of Needs Theory?
C. a learning experience that seeks a rel-
atively permanent change in employees
such that their ability to perform on the
job improves. A.
D. The process by which management en-
sures it has the right number and kinds of
people in the right places at the right time.

205. What is the difference between dismissal

and redundancy in downsizing the work-
force?
A. Dismissal is when an employee is no
longer needed and loses their work, while B.
redundancy is when a worker is told to
leave their job because their work or be-
havior is unsatisfactory
B. Dismissal is when an employee is
given some money as compensation for

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1.1 HUMAN RESOURCE MANAGEMENT 25

B. To expand the business

C. To make customers happy

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C. D. To serve as guide in the development
of training programs
212. A recruitment process begins when a
manager issues
A. job description
B. job specification
D. C. employee requisition document
D. employee performance appraisal
213. Below is the role of HR in M&A EXCEPT:
A. Maintaining the productivity by placing
of right people at right place
208. Nontraditional Employment includes the
use of independent contractors, free- B. Alignment of compensation, benefits
lancers, on-call workers and temporary and welfare schemes
workers C. Company sale forecat
A. True D. Organizational hierarchy structure
B. False 214. What does Strategic HRM practices in-
C. Not given clude?
D. Traditional Employment A. Selection
B. Employee relations
209. are the ones who are reliable per-
formers and but don’t have the potential C. Compensation
to grow further. D. Training and developement
A. Up or out grinders E. Recruitment
B. Workhorses 215. Which role of human resource manage-
C. Core players ment focuses on business strategy?
D. Up or out dilemmas A. Strategic role
B. Operational role
210. Human capital is the collective value of
the capabilities, knowledge, skills, life ex- C. Employee advocate role
periences, and motivation of an organiza- D. Administrative role
tion’s workforce.
216. Which one of the following is another
A. True term for an unstructured interview?
B. False A. administrative
211. What is/are the use/s of job analysis? B. nondirective
A. To provide information and tools for ca- C. directive
reer planning and counseling D. unformatted

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1.1 HUMAN RESOURCE MANAGEMENT 26

217. Regular employees enjoy tenure security B. Training

as it is guaranteed by the Philippine Con- C. Termination
stitution.
D. Recruitment
A. TRUE
B. FALSE 223. True or False:The key purpose of per-
formance appraisal is to document perfor-
218. Which of the following is the primary mance for purposes of personnel adminis-
source of information an employer uses to tration?

NARAYAN CHANGDER
write a job specification?
A. True
A. Job summary
B. False
B. Job description
224. During the screening process, you deter-
C. Job standards
mine which candidates are most qualified
D. Personal replacement chart for the position you are trying to fill.
Explanation:Explanation:B) A job analysis
A. True
is used to produce a job description, which
is then used to write a job specification. B. False

219. What are the main principles of scien- 225. Which of the following could cause high
tific management according to Frederick W. staff turnover?
Taylor? A. Employees moving to otherpositions in
A. Train workers well the organisation
B. Develop knowledge for every job B. Effective induction and training andde-
C. Choose the right workers velopment programs

D. Support workers with good planning C. Autocratic management styles with-

minimal worker participation
220. Which of the following is the process of D. Implementation of flexible working-
generating a pool of qualified candidates conditions
for a job?
A. Recruiting 226. Delegation is beneficial for the managers
because
B. Selecting
A. it reduces their work load.
C. Placing
B. it increases their work load.
D. none of above
C. it can motivate the employees.
221. Most performance appraisal sessions
D. both 1 and 3.
have a positive impact on employee per-
formance. 227. Job Enlargement and Job Rotation are ex-
A. True amples of
B. False A. Psychological States

222. * The final stage in the HR plan is when B. Employment at Will

an employee leaves the business. C. Job Design Techniques
A. Appraisal D. Benchmarking

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1.1 HUMAN RESOURCE MANAGEMENT 27

228. All of these are reasons why small busi- 232. The recent trend among businesses for re-
ness owners do not write job descriptions shoring as a human resource strategy is in-
EXCEPT: fluenced by increased wage costs in coun-

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tries like China.
A. True
B. False
Explanation:The recent trend among busi-
nesses for re-shoring as a human re-
source strategy is influenced by increased
wage costs in countries like China.
233. The forecast of the supply of human re-
sources of enterprises is carried out based
A. lack of time on data on

B. wait till the employee gets hired A. Employees’ skills

B. Personnel changes
C. unclear picture of the new position
C. Employees’ performances
D. remain flexible for the right individual
D. Number of applicants during recruit-
229. With such varied responsibilities, the hu- ment
man resource department needs to bring
together a large pool of functions. How 234. Who laid the foundation of HRM prac-
many functions does an HR professionals tice?
have?
A. 2
B. 3
C. 4
D. 5

230. What term refers to the knowledge,

skills, and abilities of a firm’s workers?
A. Elton Mayo
A. human resources
B. Roethlisberger and Dickinson
B. human capital
C. Peter Drucker and Douglas McGregor
C. intangible assets
D. David C. McClelland
D. contingent personnel
235. The following are the objectives of im-
231. Which aptly describes the core functions plementing human resource management,
of HR in the correct sequence except
A. Hire, Attain, Train A. increase employee absenteeism
B. Train, Hire, Retain B. increased effectiveness
C. Hire, Attain, Retain C. increased productivity
D. Hire, Train, Retain D. minimize mutations

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1.1 HUMAN RESOURCE MANAGEMENT 28

236. The ability of a business to keep its em-

ployees working for the firm, rather than
to seek employment elsewhere, is known
as
A. Recruitment
B. Motivation A. Career Overview
C. Retention B. Job Oversight

NARAYAN CHANGDER
D. Selection C. Job Prescription
D. Job Description
237. Employees work with an experienced
worker who provides information, support 241. communication always flows horizon-
and encouragement. This employee train- tally.
ing method refer to
A. Internal
A. Workbooks/manuals
B. External
B. On-the-job
242. Some managers may evaluate an aver-
C. Experiential exercises age applicant more favorably after inter-
D. Mentoring and coaching viewing several poor candidates
A. Pressure to hire
238. You have just been assigned as project
manager for a large telecommunications B. first impression
project. This one-year project is about C. impression of non-verbal behavior
halfway done. The project team consists
D. candidate-order error
of 5 sellers and 20 of your company’s em-
ployees. You want to understand who is 243. One of the best ways entrepreneurs find
responsible for doing what on the project. employees is by acting on referrals from
Where would you find such information? friends, acquaintances, or employees.
A. Responsibility assignment matrix A. true
B. Resource histogram B. false
C. Bar chart
244. A polycentric approach is when you hire
D. Project organization chart

239. In order to help new employees develop

the skills they need to fulfill their respon-
sibilities, a business will engage in staff:
A. Appraisal
B. Interviews
C. Analysis A. home country nationals
D. Training B. anyone who can do the work

240. A detailed outline of a specific job is called C. host country nationals

D. family of local powerful people

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1.1 HUMAN RESOURCE MANAGEMENT 29

245. Title VII of Civil Rights Act of 1964-an C. Coordinating various activities, for ex-
act that forbids discrimination in all areas ample:employee withdrawal and selec-
of employment. These include tion process.

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A. Race D. Developing the competence of em-
B. Color ployee parents at work
C. Religion 250. Refers to the procedure of matching or-
D. Gender & pregnancy ganizational requirements with the skills
and qualifications of people.
E. National origin
A. Selection
246. New approach to managing people in any
B. Recruitment
organization.
C. Placement
A. Human Resource
B. Human Resource Management D. Training and Development

C. Human Resource Development 251. Workers’ compensation programs serve

D. none of above to prevent financial disaster to employees
who are injured or become ill through their
247. It is designed to assess the likelihood work.
that applicants will be dishonest or engage A. True
in illegal activity.
B. False
A. Cognitive Ability Testing
B. Physical Ability Testing 252. What is the significance of effective hu-
man resource management in today’s busi-
C. Integrity Testing
ness environment?
D. Work Sample Testing
A. Enhanced employee satisfaction and
248. HR are the conscience of the company and retention
the keeper of its moral image. As you B. Increased production efficiency
serve the needs of management you also
should monitor the managers approach to C. Reduced marketing costs
ensure that proper ethics and moral stan- D. None of the above
dards are observed
253. A(n) is a set of guidelines for a busi-
A. Honesty and integrity ness to follow when recruitingprospective
B. Team oriented employees.
C. Trust and confidence A. Needs assessment
D. none of above B. Recruitment policy
249. The following are the benefits of HR plan- C. Job description
ning, except D. Employment agency
A. As a basis for economical employee
procurement. 254. There is no difference between Talent Ac-
quisition and Recruitment
B. Develop basic HR management infor-
mation to support other company activi- A. True
ties. B. False

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1.1 HUMAN RESOURCE MANAGEMENT 30

255. Which one is not a part of recruitment 260. An amount paid for a job position stated
process? on an annual basis is called a
A. Attracting candidates A. bonus
B. Selecting candidates B. commission
C. Determining requirements C. wage
D. Planning recruitment campaign D. salary
256. What are the advantages for the busi-

NARAYAN CHANGDER
261. The first phase of the strategic manage-
ness? ment process is forecast-based planning.
A. Practicing Independence A. True
B. Opening a Job B. False
C. All Advantages Are Our Absolute
262. Supervisors should provide employees
D. All answers are correct with feedback, development, and incen-
tives necessary to help employees elim-
257. Can the management of your company
inate performance deficiencies or to con-
be the implementer of the human resource
tinue to perform well.
management function?
A. True
A. Yes
B. False
B. No
263. Identifying foreign business opportuni-
258. Kim was an office supplies sales rep with
ties is one of the barriers to internation-
Clip’n’Save but recently changed employ-
alization for SMEs
ers and now works for OfficeJoe. The
prices at OfficeJoe are much better, and A. True
Kim could save former customers a lot of B. False
money on theexact same products. What
provision prevents Kim from contacting old 264. One way to manage employee motiva-
customers for six months? tion is
A. Nondisclosure of information agree- A. Through effective communication
ment B. Introducing an entrepreneurial spirit
B. Intellectual property agreement C. Management of employee eating pat-
C. Noncompete agreement terns in a month
D. Nonpiracy agreement D. Employee Development

259. is a function of management that is 265. The HR professional must also have the
connected with instructing, guiding, and capacity to look inward and be sensitive of
inspiring people in the organization to his own deficiencies and make corrective
achieve its objectives measures.
A. organizing A. Multitasking
B. directing B. Dedication to continuous improvement
C. staffing C. Trust and Confidence
D. controlling D. Negotiating and problem-solving

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1.1 HUMAN RESOURCE MANAGEMENT 31

266. What do the indigenous people request C. Training and Development

the trade union’s assistance with? D. Compliance

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A. Promoting cultural sensitivity E. Employee Relations
B. Environmental cleanups
272. Which is NOT considered compensation?
C. Relocation and medical care
A. Salary
D. Employee PPE training B. Company car
267. The employees of a company are usually C. Wage
referred to as the capital resources. D. Benefits
A. true
273. Indicators used to evaluate the effective-
B. false ness of human resource management in-
clude:
268. The first step in the planning process is
analyzing and it involves the following ex-
cept:
A. Environmental factors
B. Organization direction
C. External workforce
A. absenteeism, staff turnover, work-
D. Logistical place injuries, industrial disputes
269. A growing trend towards flexitime / B. inventory turnover, sales per em-
part time and a fall in numbers of full time ployee, industrial disputes, labour costs
workers is a demographic change affecting C. workplace injuries, staff turnover,
workforce planning. sales per employee, profit margins
A. True D. industrial disputes, absenteeism,
B. False labour costs, marketing costs.
Explanation:A growing trend towards flex- 274. Which of the following statements about
itime / part time and a fall in numbers of recruitment is true?
full time workers is a demographic change
A. The HR department staff members
affecting workforce planning.
have line authority for recruitment.
270. What is another name for the Wagner Act B. Recruitment is the process of search-
of 1935? ing for and selecting the most appropriate
A. National Labor Relations Act individual to staff job requirements
B. Taft-Hartley Act C. In large organizations, in which re-
cruiting is done on an almost continuous
C. Collective Bargaining
basis, there are specialists, known as em-
D. Voting Rights Act ployment managers, whose job it is to find
and attract capable applicants.
271. An HR manager mediates a conflict be-
tween an employee and his supervisor. D. The recruitment process begins with
the identification of a position that re-
A. Staffing quires staffing, and is completed when
B. Compensation and Benefits resumes and/or completed application

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1.1 HUMAN RESOURCE MANAGEMENT 32

forms are received from an adequate A. every person who has applied for em-
number of applicants. ployment
E. The recruitment process begins with B. only HR specialists
the identification of a position that re- C. other HR professionals
quires staffing, and is completed when
a short list of candidates has been com- D. all managers throughout the company
piled.
279. a situation, typically one involving oppos-
ing parties, in which no progress can be

NARAYAN CHANGDER
275. HRM deals with both extrinsic and intrin-
sic motivation of employees made.

A. Yes A. Procrastination

B. No B. Philatilism
C. Industrial Democracy
C. Not relevant
D. Conflict Resolution
D. not sure
E. Deadlock
276. How do situational interviews differ
from behavioral interviews? 280. Seeks the best people, regardless of na-
tionality for key jobs
A. Situational interviews are based on
how an applicant might behave in a hypo- A. geocentric staffing policy
thetical situation. B. polycentric staffing policy
B. Situational interviews ask applicants C. ethnocentric approach
job-related questions to assess their
D. none of above
knowledge and skills.
C. Situational interviews are based on an 281. What is the primary role of HRM during
applicant’s responses to actual past situa- corporate downsizing?
tions. A. To minimize workforce diversity
D. Behavioral interviews ask applicants B. To maximize employee layoff without
to describe their emotions in different hy- communication
pothetical situations.
C. To ensure effective communication
277. A falling box injured Beatrice Hix while and minimize negative effects
she was helping to unload a truckload of D. To increase the number of workers em-
aquariums for her employer, a pet store ployed by the organization
operator. She is receiving pay for lost
work time due to the work-related injury. 282. A dimension of psychological type in the
paid her for her lost work time. MBTI where it is objective and logical,
and feeling judgment is subjective and per-
A. Unemployment compensation
sonal.
B. Social security
A. Extrovert/Introvert
C. Disability benefit
B. Judgment/Perception
D. Worker’s compensation
C. Sensation/Intuition
278. HR professionals only work with D. Thinking/Feeling

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1.1 HUMAN RESOURCE MANAGEMENT 33

283. Murray, Inc. emphasizes a desire 287. Which is not the analytical tool of strate-
for detail-oriented, motivated employees gic management?
with strong social skills as indicated in the

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A. PEST analysis
firm’s job
B. SWOT analysis
A. specification
C. Porter’s five forces
B. analysis
C. report D. Big five personality test
D. descriptions 288. Evaluating employee performance helps
Explanation:Explanation:A) Job specifica- with all of the following EXCEPT?
tions summarize the personal qualities,
A. Transfers
traits, skills, and background required
for getting a job done. Murray, Inc. B. Sick leave
wants detail-oriented, motivated employ- C. Layoffs
ees, which would be described in the
firm’s job specifications. Job descriptions D. Promotions
address the activities and responsibilities
289. Employee onboarding is the process of
of a job. Both job descriptions and job
integrating new employees into the busi-
specifications are products of a job anal-
ness and helping them acquire the neces-
ysis.
sary knowledge, skills, and behaviors to
284. Utility refers to become effective team members. Which of
A. the usefulness of a training program the following is a FALSE statement about
the onboarding process?
B. the costs incurred for a training pro-
gram A. The onboarding process may last sev-
eral months, as long as one year
C. training effectiveness in terms of in-
creased outcomes B. Onboarding begins with a new em-
ployee orientation process that includes
D. the benefits derived from training rel-
introductions to other employees and
ative to the costs incurred
completion of routine employment forms.
285. As an HR manager in charge of staffing C. The onboarding process should make
for a restaurant chain, John is most likely the new employee feel welcome and re-
NOT responsible for spected in the work place.
A. training D. The onboarding process should not
B. selection take valuable time to explain routine pro-
C. job analysis cedures to new employees such as where
to park their cars and when to go to lunch.
D. recruitment
286. There are employee training meth- 290. The rate at which people enter and leave
ods. employment in a business during a year.

A. 4 A. Layoff
B. 5 B. Exit Interview
C. 6 C. Employee Turnover
D. 7 D. Discharge

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1.1 HUMAN RESOURCE MANAGEMENT 34

291. In an interview an owner can ask an ap- D. Extrinsic rewards compose of basic
plicant if he or she has ever been arrested pay and cash supplement.
for a crime.
295. How does emotional intelligence impact
A. True decision making in a business setting?
B. False A. Emotional intelligence helps individu-
als consider the impact on team dynamics,
292. The minimum advance notice of plant clos-
communication, and relationships in deci-
ings or layoffs affecting 50 or more full-

NARAYAN CHANGDER
sion making.
time employees required by the Work-
ers’ Adjustment Retraining and Notifica- B. Emotional intelligence makes decision
tion Act of 1989 is making more difficult
A. 60 days. C. Emotional intelligence has no impact
on decision making
B. 180 days.
D. Emotional intelligence only impacts
C. 7 days. personal relationships, not business deci-
D. 120 days. sions

293. How can performance management con- 296. The combination of peer, superior, subor-
tribute to employee development? dinate and self-review appraisal is known
as
A. Performance management only fo-
cuses on disciplinary actions and does not A. 360◦ appraisal
contribute to employee development. B. Human resource accounting system
B. Performance management con- C. All round review
tributes to employee development by pro-
viding feedback, setting goals, identifying D. Feed forward
areas for improvement, and offering train- 297. is the management process of fore-
ing and development opportunities. casting current and future needs of em-
C. Performance management has no im- ployees
pact on employee development.
D. Employee development is solely the re-
sponsibility of the individual and not influ-
enced by performance management.

294. What choice is most correct about reward

system?
A. labour turnover
A. Empowering, engagement, benefits,
and motivation are intrinsic rewards. B. retention planning
B. Intrinsic reward is an award that is C. workforce planning
tangible or physically given to employees D. performance planning
for accomplishing something.
C. Total reward is a sum of direct com- 298. Framework for the expansion of human
pensation, indirect compensation, and in- capital within an organization.
trinsic reward. A. Human Resource

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1.1 HUMAN RESOURCE MANAGEMENT 35

B. Human Resource Management 302. What is a compensation arrangement in

which employees are paid a portion of the
C. Human Resource Development
company’s profits?

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D. none of above
A. profit sharing
299. The role of DAP in a company is manage- B. bonus
rial, operational and strategic. What ex- C. benefits
actly does functional mean?
D. salary

303. HR department will regularly check other

departments and the organization as a
whole to ensure all HR policies are being
carried out in accordance with the company
HR policy.
A. Executive Role
B. Service Role
A. Identifies and implements necessary C. Audit Role
policies and programs-requires the coop- D. Facilitator Role
eration of HR and other managers
B. It focuses on the future needs of the 304. In the strategic management process
business model, an intermediate link that must be
completed from strategy formulation to
C. Maintaining files and folders strategy execution is ( ).
D. none of above A. Determine the organization’s mission
and goals
300. Which of the following training refers to
B. Perform SWOT analysis
exercising and developing the mental skills
of employees? C. Measure business performance
A. Behavioural training D. Determine the organization’s human
resource needs
B. Cognitive training
305. In what way might an HR manager be in-
C. Induction
volved in employee benefits?
D. Mentoring
A. Selecting an employee’s personal plan
options
301. During the Covid-19 outbreak in
Malaysia, Mr. Ahmad decided not to ter- B. Collecting insurance payments from
minate the services of employees in his employees
company. But he has decided to reduce C. Determining eligibility and costs
the number of working hours and reduce
D. Choosing an employee’s vacation days
the wages of his employees. In your view,
is Mr. Ahmad’s action appropriate for his 306. The following are the divisions of eras in
employees? management, except
A. REASONABLE A. era of scientific management
B. UNREASONABLE B. era of social man

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1.1 HUMAN RESOURCE MANAGEMENT 36

C. era of progressive management 311. Position the firm in high growth products
or markets through new product/current
D. initial thought
market, current product/ new market
307. This is an opportunity to learn about the A. Pure Diversification Theory
causes of employee turnover. B. Efficiency Theory
A. Layoff C. Hubris Hypothesis
B. Exit Interview D. none of above

NARAYAN CHANGDER
C. Employee Turnover 312. Which of the following is NOT a stage in
D. Discharge the evolution of human resource manage-
ment?
308. The ageing population in economically de- A. Pre-Industrial Revolution Stage
veloped countries has many implications
B. Modern stage
on workforce planning:
C. Traditional Stage
A. Higher labour productivity levels
D. Transformational Stage
B. Changing consumption patterns
313. This type of interview is actually a meet-
C. Lower labour productivity levels
ing between an employee has resigned or
D. Increased labour mobility been terminated and the company’s HR de-
partment. They conduct these types of in-
309. A outlines the human characteristics terviews to learn more about the work en-
needed for the position. vironment and get job feedback.
A. Staff Handbook A. Final Interview
B. Job description B. Unstructured Interview
C. Job card C. Exit Interview
D. Off-Site Interviews
D. Job specification
314. In an organisation the helps the em-
310. is part of the recruitment process that ployees in securing the personal goals for
involves investigating the components of a individual growth.
job
A. PR
B. HR
C. Finance
D. Operations

315. Human resource manager will lead and

direct the routine functionsof the Human
A. outsourcing Resource Department including promotion,
pricing ofproduct and product planning and
B. head-hunting development.
C. job analysis A. TRUE
D. motivation B. FALSE

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1.1 HUMAN RESOURCE MANAGEMENT 37

316. What number is close to the amount of 321. The process of choosing job applicants
pages that encompass the Civil Rights Act who meet the requirements for an inter-
of 1964 today view is called:

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A. 225 A. Selecting
B. 750 B. Short-listing
C. 6500 C. Examining
D. 1200 D. Testing
317. Below are the function of human re- 322. Which are the Steps in the implementa-
sources management Except tion of empowerment:
A. Recruitment A. Create a Supportive Environment
B. Selection B. Target and Overcome Inhibitors
C. Auditor C. Put the Car in Place
D. Safety and Healthy D. Assess, Adjust and Improve
318. Allocating challenging and stimulating re-
323. In what type of organizational structures
sponsibilities to employees. Employee de-
do individuals seeking career advancement
velopment plans to help employees reach
need to consider lateral moves rather than
their potential in the workplace. Relates
just promotions?
to which level of the hierarchy of needs.
A. Taller
A. Self actualisation
B. Flatter
B. Physiological
C. Simpler
C. Social
D. Organic
D. Esteem
319. Someone who lives and works in a for- 324. Which of the following is the last step in
eign country is a(n) the selection process?

A. expatriate A. Obtaining complete application forms

B. holiday maker B. Establishing trial (probationary) work
periods
C. international jet-setter
C. Giving employment tests
D. immigrant
D. Conducting employment tests
320. The employee appraisal process will not
result in? 325. One approach of the Hard HRM is
through the production efficiency done by
A. Reduction in employee stress related
to not knowing where they stand with the
company A. Trainings and coachings.
B. Increased personal satisfaction for B. Laying off employees.
the employee C. Teamwork to encourage employees’
C. New job searches by the employee participation.
D. Opportunities for employees to iden- D. Two way communication to value the
tify career goals and develop skills employees.

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1.1 HUMAN RESOURCE MANAGEMENT 38

326. If a company conducts its sales transac- 332. A major concern of executive compensa-
tions through an online platform directly tion involves
to consumers, it is engaging in: A. timing of the bonus
A. B2C B. the amount of compensation
B. C2C
C. lack of perquisites
C. B2B
D. lack of objective market data
D. G2B
333. What is the technique for testing alter-

NARAYAN CHANGDER
327. Team building Activies natives on mathematical models represent-
A. Laws affecting Employment ing the real-world situation?
B. Workplace Policies A. Ratio Analysis
C. Compensation and Benefits B. Cascade Approach
D. Worker Protection C. Skills Inventory
E. Training and Development D. Simulation
328. Knowledge that is well documented and 334. The ability to imagine or invent some-
easily transferred to other persons thing new is called
A. Explicit knowledge A. Leadership
B. Tacit knowledge B. Team
C. Knowledge management C. Creativity
D. Training design process D. Quality
329. Core Function of all organization
335. Persons who are smarter tend to be more
A. Human Resource conscientious. True or False?
B. Human Resource Management A. True
C. Human Resource Development B. False
D. none of above
336. The following are approaches to human
330. In rapidly changing industries, internal la- resource management, except
bor markets are the best sources for orga- A. Proactive Approach
nizations to fill vacant positions.
B. Managerial Approach
A. True
C. HR approach
B. False
D. Historical approach
331. What is the purpose of employee bene-
fits? 337. Workforce planning often involves pay-
ing continuous attention to workforce
A. To conduct job analysis
planning issues which is called
B. To determine employee compensation
A. predictive workforce monitoring
C. To maintain positive relationships be-
tween employees and the organization B. personnel replacement charts

D. To attract and retain talented employ- C. yield pyramids

ees and enhance job satisfaction D. personnel replacement chart

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1.1 HUMAN RESOURCE MANAGEMENT 39

338. Which one of the following human re- C. Formal

source management specialties calls for D. Formative
collecting data to write job descriptions?

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E. Informal
A. EEO coordinator
B. job training specialist 343. HRM planning belongs to which of the fol-
lowing functional groups?
C. job analyst
A. Pre-Recruitment activities
D. compensation manager
B. Recruitment activities
339. What is sociocultural factor? C. Post-recruitment activities
A. managing diverse workforce and man-
D. none of above
aging demographics across the global is
challenging 344. Tools such as Twitter, Facebook, and
B. organization must comply with certain LinkedIn that can be used to recruit new
laws and regulations of the country employees are known as:
C. unstable political condition that re- A. data analytics
sulted in massive corruption in certain B. social media
countries
C. mobile applications
D. tax rate and cheap labour are among
D. cloud computing
many important economic factors to be
considered in global human resources 345. What must employers do when dismiss-
ing an employee?
340. What are the principles of management
according to Henri Fayol? A. Provide a valid reason for dismissal
A. Written formal rules and procedures B. Offer a severance package
B. Jobs are well defined and workers be- C. Ignore legal requirements
come highly skilled at doing them D. Give the employee a warning
C. Workers are selected and promoted
based on ability and performance 346. What is the role of emotional intelligence
in the business environment?
D. Leaders who have well-defined author-
ity and responsibilities A. It is only important for upper manage-
ment
341. Human resource manager will lead and B. It helps individuals understand and
direct the routine functions of the Human manage their own emotions, as well as ef-
Resource Department including promotion, fectively navigate social interactions and
pricing of product and product planning and relationships with colleagues, clients, and
development stakeholders.
A. True C. It only applies to personal relation-
B. False ships outside of work

342. Types of Appraisal are D. It has no impact on business success

A. 360-degree feedback 347. PROCUREMENT involves

B. Self-appraisal A. Observation and comparison

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1.1 HUMAN RESOURCE MANAGEMENT 40

B. monitor the performance C. Facilitates work-personal life balance

C. recruitment, selection, placement of D. Reduced responsibility
the human resource.
352. A staffing management plan often in-
D. none of above cludes a resource , which is a column
348. Sick leave, vacation pay, pension and chart that shows the number of resources
health plans that provide additional com- assigned to the project over time.
pensation to employees beyond wage A. chart

NARAYAN CHANGDER
A. Piecework Plans B. graph
B. Human Resource Management C. histogram
C. Fringe Benefits D. timeline
D. Apprenticeship 353. Which of the following is NOT one of the
349. What is the definition of strategic human Four Leadership Styles?
resource management? A. Director
A. The process of linking the human re- B. Mentor
source function with the strategic objec- C. Facilitator
tives of the organization in order to im-
prove performance. D. Supporter
B. The process of managing human re- 354. Why are performance appraisal/reviews
sources in a strategic manner to achieve are a vital method to use within a com-
organizational goals. pany? Pick as many answers possible.
C. The process of aligning human re- A. They show an employee’s strengths
source policies and practices with the im- and weaknesses.
mediate business conditions of the orga-
B. They give insight to which employee
nization.
may have to be fired.
D. The process of integrating human
C. They provide information about em-
resource management with the global
ployees.
strategies of the organization.
D. They give opportunities for goal-
350. State weather the following Statement setting with employees or giving them a
is True in terms of Limitations in Human raise or promotion.
Resource Planing “It is difficult to prepare
long range of forecasts accurately because 355. What is the bonus?
of challenges in economic conditions and
technology”
A. False
B. True

351. One of the strategies to increase job sat-

isfaction is to:
A. Extend working hours A. A lump sum given to achieve a goal
B. Give awards sporadically B. Percentage increase in salary

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1.1 HUMAN RESOURCE MANAGEMENT 41

C. Profit sharing based on salary rather 361. Human resource management is best de-
than effort fined as:

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D. Part of the profits of the business is A. the recruitment, selection and disci-
distributed to the group or division plining of employees
B. the strategic management of a firm’s
356. When planning the human resource, in resources
case of HR surplus the manager needs to
C. the management of human resources.
A. Lay off or restrict hiring
B. Select the potential candidate D. none of above
C. Continue to account for HR resource 362. Efficient and effective utilization of a
D. Advertise number of individuals and can be used op-
timally to achieve organizational or com-
357. Which one of these is the needed skills pany goals are referred to as
for a Human Resource Manager Specialist A. Human Resource Management
A. Communication skills B. Job description
B. Persistent to change C. Person specification
C. Information technology (IT) savvy D. Employment contract
D. Low ethical standard 363. Which of the following is not an element
of creating a safe work environment?
358. It is the process of providing opportu-
nities for workers to acquire job-related A. safety, motivation and knowledge
skills and knowledge. B. safety awareness programs
A. Appraisal C. information technology and training
B. Training D. accident investigations and records
C. Termination 364. Which of the following refers to how
much a job pays and the benefits offered?
D. Recruitment
A. minimum wage
359. Pay B. compensation
A. Staffing C. promotion
B. Workplace Policies D. wage
C. Compensation and Benefits 365. Which of the following laws requires one
D. Retention and a half times the regular rate of pay for
more than 40 hours worked for qualified
E. Training and Development
employees?
360. Selection is A. The Equal Pay Act of 1963
A. the process of attracting suitable peo- B. The Fair Labor Standards Act of 1938
ple to apply for job vacancies. C. The American with Disabilities Act of
B. choosing the most suitable candidate 1990
from among a group of applicants. D. Title VII of the Civil Rights Act of 1964

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1.1 HUMAN RESOURCE MANAGEMENT 42

366. Which of the following is the most accu- B. The process of defining the way work
rate definition of concurrent validity? will be performed and the tasks required
A. It is an estimate of whether a test ap- in a given job
pears to measure a certain criterion C. The process of identifying the organi-
B. It is performed by demonstrating that zation’s strengths and weaknesses
the questions or problems posed by the D. The process of analyzing a company’s
test are a representative sample of the competitive situation
kinds of situations or problems that occur

NARAYAN CHANGDER
on the job. 370. How to choose good employees?
C. It assesses the validity of a test by ad- A. Internal Source
ministering it to people already on the job B. External Source
and then correlating test scores with ex-
isting measures of each person’s perfor- 371. What is considered as a benefit offered
mance. to employee?
D. It seeks to establish an empirical rela- A. Cafeteria-style benefits
tionship between test scores taken prior
to being hired and eventual performance B. all of above
on the job. C. Child care programs
E. It refers to the degree to which a mea- D. Wellness programs
sure is correlated with other measures
that it is theoretically predicted to corre- 372. The objectives of HRP includes:(Select
late with. multiple if necessary)
A. To balance the demand and surplus of
367. Which of the following is a type of off-
human resource in the organisation
the-job training?
A. Benchmarking B. To ensure that the existing human re-
source is used productively
B. Job rotation
C. To focus and align recruitment efforts
C. Mentoring
D. Hiring and Onboarding of employees
D. Programmed instruction
373. Hiring the wrong person for the job, com-
368. To improve employee productivity, which
mitting unfair labor practices, and having
of the following activities is involved in
your people not doing their best are per-
outsourcing analyses?
sonnel mistakes that hinder firms from
A. Revising the organizational structure achieving positive results.
B. Using external vendors instead of em- A. TRUE
ployees
B. FALSE
C. Changing workloads and combining Explanation:Explanation:Common HRM
jobs mistakes include hiring the wrong peo-
D. Attracting and retaining employees ple, having your people not doing their
best and committing unfair labor prac-
369. What is job analysis? tices. The primary goal of HRM is to help
A. The process of getting detailed infor- the firm achieve its goals, and such HRM
mation about jobs mistakes hinder that process.

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1.1 HUMAN RESOURCE MANAGEMENT 43

374. Maslow’s hierarchy refers to what? HRM is an important part of any organiza-
tion, as it helps to ensure that the orga-
A. wants
nization has the right people in the right

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B. needs roles, and that they are motivated and
C. resources productive.

D. none of above 377. HRP is

375. Equal pay for equal work specifies that: A. Human Resource Performance

A. male-dominated and female- B. Human Recruitment Planning

dominated jobs of equal value must be C. Human Resource Planning
paid the same.
D. Human Resource Protection
B. all people doing the same job should
receive an identical pay rate. 378. Job Evaluation is also referred to as
C. jobs with similar titles must be paid the A. Performance Appraisal
same.
B. Recruitment
D. an employer cannot pay male and fe-
male employees differently if they are per- C. Group Training
forming substantially the same work. D. Group Cooperation
E. there can be no pay discrimination on
the basis of race, gender, or age. 379. action taken by employees of a company
as a protest, especially striking or work-
376. Human Resource Management(HRM) is ing to rule.
the process of? A. Go-Slow
A. Managing and developing people B. Industrial Action
within a business because it’s all about
increasing employee performance C. Industrial Democracy

B. Establishing and maintaining customer D. Deadlock

relationships E. Work-to-Rule
C. Developing and implementing market-
ing strategies 380. Below are the prominent factors in man-
aging human resource globally EXCEPT
D. Creating and managing financial
records A. Legal factors
Explanation:Human Resource Manage- B. Social factors
ment (HRM) is the process of managing
and developing an organization’s work- C. Economic factors
force. It involves recruiting, hiring, train- D. Sociocultural factors
ing, and developing employees, as well
as managing their performance, compen- 381. How we direct the affairs of people in a
sation, and benefits. HRM also includes community is known as
managing employee relations, such as re-
A. Community Resource
solving conflicts, disciplining employees,
and ensuring compliance with labor laws. B. Human Resource Management

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1.1 HUMAN RESOURCE MANAGEMENT 44

382. Workforce planning, recruitment, reten- A. partner

tion, redundancy and performance man- B. investors
agement are all part of effective human
resource management. C. shareholders

A. True D. stakeholders

B. False 388. HRM DEPARTMENT ARE

Explanation:Workforce planning, recruit- A. LINE DEPARTMENT
ment, retention, redundancy and perfor-

NARAYAN CHANGDER
mance management are all part of effec- B. STAFF DEPARTMENT
tive human resource management. C. SERVICE DEPARTMENT

383. Managers simply walk around the work- D. none of above

place and solicit inputs and suggestions 389. Who need to verify the job analysis infor-
from the employees for the process im- mation?
provement of the organization.
A. HR manager
A. Quality Circles
B. immediate supervisor
B. Nominal Group Techniques
C. job holder
C. Walking and Talking
D. subordinates
D. Suggestion box
390. Name the term used for when an em-
384. When a person from one culture commu- ployee’s voluntary decide to leave the
nicates with a person from another culture company.
they are engaging in
A. termination
A. cross-cultural communication
B. demotion
B. two-way communication
C. resignation
C. multi-focus communication D. transfer
D. verbal communication
391. New hires are often reviewed more fre-
385. Who are referred to as human resources? quently, to assess their training and their
A. People fir in the position-usually after days.
Pick more than one answer choice.
B. Animals
A. 6 Months
386. Job analysis generates two main types of B. 30 Days
information, there are job description and
C. 60 Days
D. 90 Days
A. Job Analysis
E. 7 Days
B. Job Specification
C. Task 392. What is the process of attracting the best
individuals to join the company on a timely
D. Position basis in sufficient numbers and meeting
387. Group of people that is directly effected the qualification requirements?
with organization activities is called A. Staffing

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1.1 HUMAN RESOURCE MANAGEMENT 45

B. Recruitment 398. According to him there is a clear ‘division’

C. Retention of work and responsibility between man-
agement and workers. Managers concern

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D. Onboarding themselves with the planning and super-
393. The most important form of performance vision of the work, and workers carry it
feedback is out.
A. performance interview A. Frederick Taylor
B. Performance Coaching B. Adam Smith
C. performance communication C. Elton Mayo
D. performance improvement D. none of above

394. The process of reducing the number of em- 399. What is the scope of Human Resource
ployed people in a firm is termed as Management?
A. Layoffs A. Performing training and development
B. Downsizing sessions for employee growth.

C. Mergers B. Maintaining good impersonal indus-

trial relations and worker’s morale for
D. Acquisitions companies’ productivity.
395. If you work as a barista in a coffee bar C. Accomplishing advanced research in
you receive 80 Baht per hour of work. behavioral sciences, new ideas in man,
What kind of this compensation you are management, and advances in the field of
offered from this company? training and development.
A. Basic pay D. None of the above.
B. Cash supplement
400. In what circumstances might a college
C. Special allowance make a teacher redundant?
D. O Welfare A. Falling numbers of students attending
396. A study showed that 3 times less com- the college
panies offered flexible working arrange- B. Poor examinations results
ments last year than did in 1996. C. Being a leader in teaching union
A. True D. Teacher disliked by students
B. False
401. Which term refers to actively looking for
397. This is the management process that con- qualified people to fill a job?
sists of all the activities involved in ac-
A. Resource management
quiring, developing, and compensating the
people who do the work of the small busi- B. Hiring
ness. C. Recruiting
A. Organizational Management D. Application
B. Industrial Management
402. A work environment with a learning cul-
C. Human Resources Management ture is one in which employees are encour-
D. Authority Development Management aged to learn and grow

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1.1 HUMAN RESOURCE MANAGEMENT 46

A. True A. True
B. False B. False
403. describes skills, knowledge and abili- C. Don’t know
ties to do the job.
A. Job description D. none of above
B. Job Analysis
408. As a HR Manager what is the first step
C. Job Specification

NARAYAN CHANGDER
in recruiting employees?
D. Job Alignment
A. Review Applications and Resume
404. Though research has indicated that those
who use technology to manage HR func- B. Conduct Follow-up interview
tions will have a significant advantage C. Identify Job Requirements
over those that do not, some companies
do not use such technology due to cost. D. none of above
A. True
409. What is Home Country?
B. False
A. the place where the firm is headquar-
405. When businesses lack critical skills, their
tered.
preferred action plan is:
A. Retraining and transfer B. the place where a subsidiary may be
located
B. Demotions
C. Overtime C. the place where employees are hired
D. Outsource D. none of them
E. Technology innovation
410. Busting, breaking, and driving the labor
406. What is the main human resource strat-
unions out is just one of the roles of the
egy for reducing the impact of change and
personnel or human resource manager.
resistance to change?
A. Not communicating the change A. FALSE
B. Ignoring cultural differences B. TRUE
C. Implementing changes without inform-
ing employees 411. The result of the translation of termina-
D. Involving workers in the decision- tion of employment due to something that
making process results in the termination of the rights and
obligations between the worker/laborer
407. The term “expat” means “out of the and the entrepreneur/employer, is re-
country” worker. ferred to as?
A. Employment Contract
B. Dismissal
C. Training
D. Selection

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1.1 HUMAN RESOURCE MANAGEMENT 47

412. In which of the following methods Jobs 416. Employee recognition programs, reward-
can be arranged according to the relative ing jobs, organizational support, work en-
difficulty in performing them. vironment, and flexible work hours to ac-

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commodate personal needs all fall within
A. Ranking method
the category of
B. Point method
A. financial compensation
C. Factor comparison method B. nonfinancial compensation
D. Classification method C. direct compensation

413. is a way of workforce planning D. indirect compensation

whereby employees work from a location
417. What does a resource histogram show
away from the workplace
that a responsibility assignment matrix
does not?
A. Time
B. Activity
C. Interrelationships
D. The person in charge of each activity
A. teleworking 418. are also known as preferences.
B. portfolio working A. Cultures
C. flexible work patterns B. Talents
D. outsourcing C. Values
D. Skills
414. Employees separating from a company
happens when? 419. Internal sources of recruitment are de-
A. When they don’t meet the cultural ex- fined:By internal sources, we mean the fill-
pectations of a business. ing of jobs either by existing staff or by
suggestions for new employees made by
B. When an employee’s contract is up and
current staff. In this way, the company
their employment is being terminated.
achieves the best evaluation of the can-
C. When you want the employee forced didates’ abilities and thus increases the
out from your business. chances for a better selection, while at
the same time it gives motivation for bet-
D. The employee would like to leave the
ter performance to its employees. It also
organization.
reduces the scope for potential low-cost
morale problems, but reproduces the same
415. What is the importance of HRM?
mentality by creating a lack of flexibility
A. performance management and new ideas, and intensifies “traffick-
ing” between staff vying for the available
B. organizational growth
position. Which sentence is wrong?
C. wellness, benefits
A. Either from suggestions for new em-
D. All of the above ployees put forward by the present staff

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1.1 HUMAN RESOURCE MANAGEMENT 48

B. It also motivates its employees for bet- C. resignation

ter performance D. transfer
C. It also reduces the scope for potential
low-cost morale problems 425. How can work stress affect employee
well-being?
D. but it reproduces the same mentality
creating a lack of flexibility and new ideas A. Increase motivation
B. Reduces sleep quality
420. The most important consequences of a

NARAYAN CHANGDER
business failing to produce a workforce C. Increase self-confidence
plan is: D. Improve interpersonal relationships
A. saving money
426. package of salary, incentives and fringe
B. paying workers too much benefits designed in way to motivate em-
C. not having the right people to meet fu- ployees is known as
ture needs of the business A. ....HR strategy
D. ensuring business aims are met B. .... performance appraisal
421. One disadvantage of Soft HRM is C. ....Alinged reward strategy
A. Employees feel strictly controlled. D. ....Alinged compensating strategy
B. Delayed decision making. 427. As an HR professional, you need this skill
C. Well monitored employees. because you are the custodian of all per-
sonnel records which hold a lot of individ-
D. Employees feel dissatisfied.
ual personal secrets.
422. Human resource management started its A. Ability for a dual focus
origin in the century
B. Dedication to continuous improvement
A. 18th century
C. Multitasking
B. 19th century
D. Trust and Confidence
C. 20th century
D. recent origin 428. Interviewed candidates are only evalu-
ated based on communication skills criteria.
423. Which part of the feasibility analysis It refers to the error
does the buying intention survey belongs A. Tendency to centralize
to?
B. Hello Impression
A. Product/service feasibility
C. First response bias.
B. Industry/market feasibility
D. none of above
C. Organisational feasibility
D. Financial feasibility 429. Compensation is NOT going to be a hot
topic among employees, which makes eq-
424. an employee’s voluntary decision to uitable treatment in an employer’s best in-
leave the company terest
A. termination A. Yes
B. demotion B. No

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1.1 HUMAN RESOURCE MANAGEMENT 49

430. Unions sign an agreement with employ- 433. The job analysis helps people in the com-
ers not to strike in exchange for greater pany understand who reports to whom
involvement in decisions that affect the

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A. True
workforce.
B. False
A. Industrial Action
434. Which one is a technique of employees
B. Go-Slow counselling?
C. Strikes A. 360-Degree Feedback
D. No-Strike Agreement B. Assessment Centre Method.
E. Work-to-rule C. Desensitization.
D. Behaviorally Anchored Rating Scale
431. Able to generate huge quantity of infor- (BARS).
mation which was previously not available
in the organization refers to which impact 435. What is the main reason for high labour
on operations of organization? turnover?
A. Increasing productivity A. Increased job security
B. Flexible work patterns
B. Reduce manpower
C. Untrained and demotivated employees
C. Providing access in remote areas
D. High pay and motivation
D. Institutionalizing organization memory
436. Which of the following was introduced
432. Performance management includes: to provide income to assist workers and
their families after job related accidents
and during pregnancy?
A. Pay as You Earn
B. Annuity
C. National Insurance
D. Board of Inland Revenue

A. developing strategies to improve the 437. Use of no-fragrance zones

way a business operates to improve effi- A. Laws affecting Employment
ciency
B. Workplace Policies
B. systematically evaluating and manag- C. Compensation and Benefits
ing employee performance in order to
achieve the best outcome for the business D. Worker Protection
E. Training and Development
C. planning for future human resource
needs both at the managerial and non- 438. Indirect involvement mentions
managerial level
A. Briefing groups
D. designing a job and how it will inter- B. Quality circles
act with other jobs and employees in such
a way as to motivate and retain an em- C. Labour union
ployee. D. Self-managed teams

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1.1 HUMAN RESOURCE MANAGEMENT 50

439. An employment shall be deemed to be

where the employee has been engaged to
perform activities which are usually neces-
sary in the usual business of the employer.
A. Casual
A. human
B. Project
B. management
C. Regular
C. research

NARAYAN CHANGDER
D. none of above
D. none of above
440. enefits employers gain from demonstrat- 444. The following is the application of the
ing corporate social responsibility in man- actuating management function in schools
aging staff include: (OSIS) is
A. Implementing leadership processes,
mentoring and providing motivation to the
workforce so that they can work effec-
tively and efficiently in achieving goals
B. Determine the resources needed

A. improved staff retention and reduced C. Evaluate success in achieving busi-

absenteeism as staff feel more valued ness goals and targets according to pre-
determined indicators
B. business costs are reduced through re-
duced claims and fines D. Implement an organizational structure
that shows the lines of authority and re-
C. reduced training and marketing costs sponsibility
D. all of the above. E. Coordinate between departments to
avoid poor communication
441. Which of the following is not functions of
HR 445. The Americans with Disabilities Act
A. Recruitment and training (ADA) prohibits discrimination against peo-
ple with disabilities in regard to all the fol-
B. Grievance procedures lowing services at a hotel except?
C. Workforce planning A. Wide enough door entries
D. Design products B. Line of credit
442. An HR professional must be the guardian C. Elevator
of morals and ethics of the company. D. Accessible shower
A. Honesty and Integrity
446. Performance appraisal aims at
B. Team-oriented
A. Goals of employees
C. Trust and Confidence
B. Goals of organization
D. Multitasking
C. Both a and b
443. The core of this nominal block is D. Neither a nor b

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1.1 HUMAN RESOURCE MANAGEMENT 51

447. Which term refers to the process of veri- B. When there is a need for flexibility,
fying certain information provided by a job teamwork, responsiveness to change
applicant

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C. When compatible with the hierarchy
A. background check
D. When we refer to a small organization
B. compensation
C. human resource management 452. The interaction between managers and
employee in jointly defining member work
D. performance appraisal
behaviors and outcomes.
448. Who suggested that Human Resource A. Goal setting
Strategy isn’t as effective as it was sup-
posed to be? B. Performance appraisal

A. Tony Groundy C. Reward system

B. Peter Drucker D. none of above
C. Anonymous 453. What does a job specification include?
D. John Zimmerman
A. Personal characteristics
449. A formal approach used by the organiza- B. Physical characteristics
tion to ensure that people with the prop-
erqualifications and experiences are avail- C. Psychological characteristics
able when needed is referred to as D. All of the above
A. performance management
454. Individual performance does not affect
B. career planning the team and organizational performance.
C. career development
A. True
D. succession planning
B. False
450. Because StreamCorp is nonunion, its em-
ployees do not have the right to file unfair 455. Tick all the managerial functions HRM.
labor practice charges against the firm. A. Planning
A. True B. Organising
B. False C. Directing
451. When is “Competency Pay” better? D. Controlling
E. Staffing

456. Known as the process of employing peo-

ple, training, compensating, and develop-
ing them to retain in the organization.
A. Human Resource
B. Management
C. Resource Management
A. When we refer to a large organization D. Human Resource Management

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1.1 HUMAN RESOURCE MANAGEMENT 52

457. is characterized by an immediacy and 462. Among the following human resource
an endless cycle of everyday activities and management functions, which one is NOT
events a human resource management function?
A. Human Resource Management A. personnel mobilization
B. Strategic Human Resource Manage- B. training and development
ment C. human resource research
C. Hospitality Management D. compensation

NARAYAN CHANGDER
D. Traditional Human resource Manage- 463. Which one is importance of human re-
ment source management?
458. Functional flexibility is seen as the em- A. Identifying human resource problem
ployee’s ability to deploy employers in a firm and provide solutionto the firm.

A. True B. Information that is delivered by em-

ployer to employees must be heard and
B. False understand for both side
459. Human Resource planning is equal to: C. Also known as business relation or
work relations
A. Right number, Right Climate, Right
Skill, Right time, Right place D. none of above

B. Right number, Right kind, Right skills, 464. Which Enterprise Category meet the fol-
Right time and Right Place lowing criteria? Headcount:< 50 An-
nual Turnover:< 10 million Annual Balance
C. Right People, Right qualification, Right
Sheet Total:< 10 million
culture, Right place
A. Medium-sized Enterprise
D. Right number, Right Job, Right time,
Right skill B. Small-sized Enterprise
465. What is/are the common problem/s of
460. Which one of the following statements is
performance appraisal?
correct?
A. Provides for better pay to the em-
A. There are more female employees ployee
than male employees.
B. Use of different standards for assess-
B. The female participation rate has in- ment of performance of employees per-
creased since the 1980’s. forming similar jobs
C. The number of male employees has de- C. Tendency to rate people relatively with
clined since the 1980’s. other people rather than the performance
D. The number of female employees has standards
declined since the 1980’s. D. Recency effect
461. What is external recruitment? 466. Once a candidate accepts the job offer, a
business should contact the remaining can-
A. Recruiting from outside the company
didates and let them know that someone
B. Recruiting from Asia has been hired.
C. Recruiting from current employees A. True
D. Recruiting from universiy B. False

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1.1 HUMAN RESOURCE MANAGEMENT 53

467. is the process of determining which C. who missed two days of work because
persons in the applicant pool possess the of the injury
qualifications necessary to be successful

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D. whose injury led to work restrictions
on the job.
A. Job analysis 472. Which of the following can be the options
for avoiding a shortage?
B. Recruitment
C. Selection A. Overtime

D. Evaluation B. Temporary employees

C. Turnover increase
468. The systematic process of matching the
internal and external supply of people D. New external hires
with job openings anticipated in the orga- E. Getting rid of technology
nization over a specified period of time is
referred to as 473. Strategic HR is more proactive than re-
A. job analysis active in its relationships with the other
functional areas.
B. HR planning
A. TRUE
C. recruitment
B. FALSE
D. performance appraisal

469. Why is performance appraisal impor- 474. What are the key functional areas of
tant? human resource management according to
the pinwheel model?
A. It helps employers decide which em-
ployee to fire. A. Human resource strategy and plan-
ning, compliance, talent management,
B. It lets employees give feedback to training and development, performance
their employers. management, total rewards, employee
C. It helps make decisions about pay safety and health, employee and labor re-
raises, promotions and additional train- lations
ing. B. Strategic planning, operational man-
D. It allows employees to compare them- agement, financial management, market-
selves with another employee. ing management, performance manage-
ment, employee safety and health, em-
470. In an environment of shared information, ployee and labor relations
the richest communication occurs by video
chat. C. Human resource strategy and plan-
ning, compliance, talent management,
A. True training and development, financial man-
B. False agement, total rewards, employee safety
and health, employee and labor relations
471. Of the following employees injured while
at work, no OSHA record needs to be made D. Strategic planning, operational man-
for the employee agement, talent management, training
and development, performance manage-
A. who lost consciousness ment, total rewards, employee safety and
B. who required first aid health, employee and labor relations

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1.1 HUMAN RESOURCE MANAGEMENT 54

475. Compensation management involves: 480. The process of determining the tasks and
A. Assessing employee job performance sequence of tasks necessary to perform a
job is called a(n)
B. Providing employee training and devel-
opment A. job analysis

C. Determining employee work sched- B. staffing

ules C. recruiting
D. Designing financial rewards for em- D. balance sheet

NARAYAN CHANGDER
ployees
481. Sebutkan 4 contoh Metode On The Job
476. As described by Mintzberg, a marketing
Training:
manager who was hired by a manufacturer
of plumbing fixtures to operate informa- A. Job Rotation
tion booths would have the informational B. Competence test
role of
C. Apprenticeship
A. Resource allocator
D. Coaching
B. Figurehead
C. Communicator 482. The people who work to produce goods
D. Spokesperson and services are known as
A. human resources
477. What is the main focus of functional-level
strategy? B. capital
A. Determining the overall direction and C. raw materials
philosophy of the corporation. D. facilities
B. Making strategic choices to achieve
sustainable competitive advantage. 483. While maintaining group health benefits,
employees are provided how much unpaid,
C. Maximizing resource productivity
job-protected leave per year through the
within the business unit.
Family & Medical Leave Act?
D. Establishing investment priorities and
steering corporate resources. A. 8 days
B. 8 weeks
478. Whose responsibility is it to ensure equal
opportunities? C. 12 days
A. Employer D. 12 weeks
B. Employee
484. Which of the following is a way to moti-
479. The simplest and most commonly used vate employees?
tool for performance appraisal is A. treat all employees the same
A. chart assessment method B. empower employees by including them
B. alternating sorting method in decision making
C. paired comparison method C. praise employees frequently
D. forced distribution method D. all of the above

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1.1 HUMAN RESOURCE MANAGEMENT 55

485. Performance management system should C. representing the interests of employ-

link employee activities with the organiza- ees to senior management
tion’s goals and objectives

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D. directing the activities of subordinates
A. Strategic Purpose in the HR department
B. Administrative Purpose 490. In addition to protecting workers at high
C. Developmental Purpose risk of on-the-job assaults, OSHA recom-
D. Financial Purpose mends firms
A. establish crisis management teams
486. Which of these comes under kinds of
organizational challenges?a) Improving B. analyze their workplaces to uncover
costsb) Keep employee motivatedc) Indi- areas of potential violence and develop vi-
vidual productivityd) Legislation olence prevention programsand training
for their employees.
A. Improving costs
C. refrain from hiring persons with arrest
B. Keep employee motivated records
C. Individual productivity D. lobby state and local governments for
D. Legislation greater antibullying and antiviolence leg-
islation
487. In , the interviewer uses pre-test
standardized question which are put to all 491. Jobs are compensated on the basis of
applicants. A. Job analysis
A. Unstructural interview B. Job specification
B. Behavioural interview C. Job worth
C. Structure interview D. Job description
D. Mixed interview
492. What human resource task pervades all
488. A teams that may never actually meet to- functional areas of human resource man-
gether in the same room and their activ- agement?
ities take place on the computer via tele A. training
conferring and other electronic information
B. research
systems is called
C. development
A. Work Team
D. health and safety
B. Virtual Team
C. Problem Solving Team 493. The value of the human factor for the
business is reflected in the following
D. Management Team points:
489. Which of the following is most likely a A. The concept of employees as an asset
line function of the human resource man- and a source of deployment
ager? B. The concept of employees as an asset
A. ensuring that line managers are imple- and a source of investment
menting HR policies C. The concept of employees as a long-
B. advising top managers about how to term property and a source of investment
implement EEO laws

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1.1 HUMAN RESOURCE MANAGEMENT 56

D. none of above B. Termination

494. When employed, the induction is C. Retirement

A. the processes of ensuring individual D. All are correct
workers achieve their stated objectives
499. Employee Development-
B. the process of providing an employee
with knowledge and specific skills needed A. The ongoing training of employees to
to do a job show constant compassion in the busi-

NARAYAN CHANGDER
ness world.
C. the process designed to develop skills
necessary for future work activities and B. The ongoing education and training of
responsibilities employees to maintain and extend their
D. the process of acquainting new em- capabilities for past jobs.
ployees with the organisation’s policies, C. The ongoing education and training of
culture and practices employees to maintain and extend their
capabilities for current and future jobs.
495. Senior management at OpTech knew that
their equipment was not up to code and D. The ongoing education and training of
could lead to injury. However, they could employees to be harsh and strong for cur-
not afford to upgrade the equipment and rent and future jobs.
chose to continue operations anyway. Un-
der OSHA, OpTech has committed a willful 500. The characteristics of selective assess-
violation. ment are A. Emphasis on distinction B.
Emphasis on objectivity C. Investigative
A. True D. Generalizability E. The results can be
B. False scores or grades
496. What does it means by relations between A. ABC
staff and department? B. ACD
A. Organization relations C. BCD
B. Internal relations
D. ABE
C. External relations
D. Customer relations 501. Which of the following requires one and
a half times the regular rate of pay after
497. One of the underlying ideas of high- 40 hours for qualified employees?
performance work systems is that work-
A. Equal Pay Act
ers are intimately acquainted with the na-
ture of their own work and are therefore B. Voting Rights Act
in the best position to recognize problems C. Voting Rights ActAge Discrimination in
and devise solutions tothem. Employment Act
A. True
D. Fair Labor Standards Act
B. False
502. Mr. Morrise wishes he got this so that he
498. The employee status may change through can buy a new laptop for his photography.
(May choose more than one answer if you
A. Promotion or reassignment dare )

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1.1 HUMAN RESOURCE MANAGEMENT 57

A. Job Interview
B. Competency Test

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C. Skills Audit
D. Presentations

507. Management of a business are becom-

ing increasingly concerned with the num-
ber of days of leave staff have been tak-
ing. Which indicator is this reflective of?
A. Turnover
B. Compliment A. Benchmarking of key variables

C. Promotion B. Level of absenteeism

D. His wife’s permission C. Corporate culture
D. Worker satisfaction
503. Employers must pay this for every em-
ployee in case they cannot find a job in the 508. A drawing that shows the structure of
future. an organization, major job classifications,
A. Family & Medical Leave Act and the reporting relationships among the
B. Jury Duty organization’s personnel
C. Workers Compensation A. Accountability
D. Unemployment Compensation B. Unity of Command

504. Assessment of an employee’s perfor- C. Employee Empowerment

mance begins from the D. Organization Chart
A. offer of employment
509. For which of the following reasons might
B. employment the Occupational Safety and Health Admin-
C. written test istration (OSHA) adjust penalties for viola-
tions downward?
D. interview
A. An employer’s good faith
505. A 1990 act prohibiting individuals with
disabilities from being discriminated B. An employer’s ability to pay
against in the workplace C. An employer’s presence on the SVEP
A. ISO 9000:2015 D. Repeated violations
B. Equal Employment Opportunity Com-
mission (EEOC) 510. Which management group has the pri-
mary responsibility of developing disci-
C. Office of Federal Contract Compliance plinary policies and procedures?
Programs
A. The legal department
D. Americans with Disabilities Act (ADA)
B. Top-level management
506. When HR want to assess how some-
C. The human resources department
body can present themselves and do public
speaking what method can they use? D. Middle management

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1.1 HUMAN RESOURCE MANAGEMENT 58

511. What are the most typical component of C. ESTABLISH A GOOD RELATIONSHIP
employee pay? WITH THE CANDIDATES
A. Wages and salaries D. ASKING PERSONAL QUESTIONS
CAUSES THE CANDIDATE TO BE UNFO-
B. Wages and bonus
CUSED
C. Salaries and commissions
516. IN YOUR OPINION, WHY DO EMPLOY-
D. Salaries and profit sharing
ERS REQUIRE EMPLOYEES TO UNDERGO

NARAYAN CHANGDER
512. Wages equal to time spent into rate of MEDICAL EXAMINATIONS?
wages per unit of time. A. TO ASSESS SOMEONE’S POTENTIAL
A. Piece rate system AND TALENT IN THE MEDICAL FIELD

B. Time rate system B. TO KNOW ANY MEDICAL LIMITA-

TIONS OF THE APPLICANT
513. Legislation related to workers’ welfare C. UNTUK MENGESAN PENYAKIT BER-
includes the right to which of the follow- JANGKI YANG MUNGKIN TIDAK DIKE-
ing? TAHUI OLEH PEMOHON
A. To work at one’s own pace D. UNTUK MEMASTIKAN PEMOHON
B. To report for work when it is conve- MEMENUHI SYARAT FIZIKAL BAGI
nient to the employee JAWATAN TERSEBUT
C. To join a union, safe working condi- 517. A layoff is not a strategy to manage the
tions, be granted leave from work for sick- surplus of manpower in an organization
ness, maternity, holiday, paternity etc.
A. True
D. To a promotion after 6 months of em-
B. False
ployment
518. Performance evaluation and Remunera-
514. What is the process of systematically tion system are the activities that be-
reviewing human resource requirements long to which of the following functional
to ensure that the number of employees group?
matches the required skills?
A. Pre-recruitment activities
A. Strategic Planning
B. Recruitment activities
B. Human Resource Forecasting
C. Post-recruitment activities:
C. Human Resource Planning
D. none of above
D. Successor Planning Approach
519. What are type of Transfers?
515. WHILE THE INTERVIEW SESSION IS BE-
A. On the basis of Merit
ING CONDUCTED, WHAT ARE THE THINGS
THAT NEED TO BE APPLIED TO ENSURE B. On the basis of Purpose
THE INTERVIEW SESSION GOES WELL? C. On the basis of Unit
A. ASK THE RIGHT QUESTIONS AND RE- D. on the basis of Performance
LATED TO THE POSITION APPLIED FOR
B. AVOID PRESSURE TECHNIQUES ON 520. Commission is usually paid to
INTERVIEW CANDIDATES A. Finance managers

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1.1 HUMAN RESOURCE MANAGEMENT 59

B. Research officers 525. What is the purpose of an employment

contract between the employer and the
C. Sales people
employee?

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D. Human resource managers
A. Lists the rights and responsibilities of
521. Lee, the operations manager of construc- workers
tion company ABC, just found out that an B. Details the responsibilities and duties
experienced welder has resigned. He con- to be carried out by someone employed to
tacts an external local agency to send him do the job
a skilled welder to start working immedi- C. Outlines the requirements, qualifica-
ately. This is an example of tions, expertise, skills, and personal char-
A. Outsourcing acteristics required by an employee
B. Job enlargement D. Explains the firm’s activities, customs,
and procedures to new employees
C. Job enrichment
526. What are the key responsibilities of the
D. Outplacement
HR department in a modern organization?
522. An HR manager negotiates with an insur- A. Employee training and development
ance carrier to get a good deal for the com- B. Financial management
pany.
C. Legal compliance and employee rela-
A. Staffing tions
B. Compensation and Benefits D. None of the above
C. Training and Development
527. The function of HR management involves
D. Compliance the planning, organising, leading and con-
E. Employee Relations trolling the staffing needs of an organisa-
tion.
523. What are the disadvantages for workers A. True
at work? B. False
A. They will earn less than full-time work-
ers 528. What are the key characteristics of a
transactional leader?
B. They may be paid a higher rate than
A. Focus on tasks and rewards for perfor-
full-time workers
mance
C. Job security and other working condi-
B. Focus on long-term vision and strategy
tions are higher than full-time workers
C. Lack of concern for the well-being of
D. Employees may be required to work employees
very flexible day periods during slower pe-
riods D. Emphasis on building strong relation-
ships with team members
524. There are only two kinds of
529. What is the present role of human re-
turnover:resignation and dismissal.
source management focused on?
A. True
A. Strategic contributions to organiza-
B. False tions

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1.1 HUMAN RESOURCE MANAGEMENT 60

B. Transactional activities and compli- 534. The primary purpose of training is to

ance A. modify inappropriate behaviors
C. Training and development
B. offer feedback about job performance
D. Total rewards
C. provide job-related knowledge and
530. What is the main purpose of industrial re- skills
lations for a business?
D. supplement high school and college
A. Protect employees from dangerous courses

NARAYAN CHANGDER
machinery, safety clothing and equipment,
hygiene conditions, and medical aid 535. Workers’ compensation insurance may
B. Set the requirements, qualifications, be provided through private insurance or
expertise, skills, and personal character- which other type of insurance?
istics required by an employee A. State-funded
C. Effective communication between B. Employee-prepaid
management and workforce to solve com-
C. Federally-funded
plaints and disputes as well as discussing
ideas and suggestions D. SNL-funded
D. Ensure there is some production from
536. The wage gap between the CEO and a
worker whilst they are training
normal worker has decreased over the
531. The connection between strategic plan- past few decades due to awareness
ning and human resource management is A. true
based on the continuous interaction be-
tween the strategic planning function and B. false
the human resource management function.
537. During the development of corporate
A. Integrated contact strategies, HR managers are able to pro-
B. Two-way communication vide
C. One-way contact A. analysis of individual employee produc-
D. Administrative Contact tivity
B. estimates of capital equipment ex-
532. is the first step in attracting an effi-
penses
cient workforce
A. Select candidate C. information about competitors’ incen-
tive plans
B. Choose a recruitment source
D. customer satisfaction rates
C. Apply the combined model
D. Human resource planning 538. What is the main purpose of government
laws that affect equal employment oppor-
533. To let other people share workloads and tunities?
responsibilities:
A. Ensure there is some production from
A. benefits
worker whilst they are training
B. delegate
B. Require businesses to treat their em-
C. freelance ployees equally in the workplace and
D. recruit when being recruited and selected

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1.1 HUMAN RESOURCE MANAGEMENT 61

C. Set wages and salaries for the employ- 544. Which type of leadership style involves
ees the manager making all the decisions?

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D. Protect employees against unfair dis- A. Let it happen
missal B. Autocratic
539. Which of the following conflict resolution C. Democratic
techniques will generate the MOST lasting D. Traits
solution?
545. Which of the following terms refers to
A. Forcing
the procedure used to determine the duties
B. Smoothing associated with job positions and the char-
C. Compromise acteristics of the people to hire for those
positions?
D. Problem Solving
A. Job description
540. Rewarding an employee’s past perfor- B. Job specification
mance is NOT a goal of strategic compen- C. Job analysis
sation policy.
D. Job context
A. TRUE Explanation:Explanation:D) Talent man-
B. FALSE agement is the holistic, integrated and re-
sults and goal-oriented process of plan-
541. Type of pay plan where an employee re- ning, recruiting, selecting, developing,
ceives a percentage of their sales. managing, and compensating employees
Talent management means getting the
A. salary
right people (in terms of competencies) in
B. piece rate the right jobs, at the right time, doing their
jobs correctly.
C. bonus
D. commission 546. There are HRM process.
A. 8
542. Which should NOT be on a job descrip-
tion? B. 9

A. Qualifications C. 10

B. Hours D. 11

C. Duties 547. In collectivist societies such as Japan and

Taiwan, pay plans focus on
D. Location
A. individual performance.
543. In building the compensation system, the B. internal equity and personal needs.
entrepreneur needs to maintain a fair and
equitable system for all employees, both C. weekly or monthly salary guarantees
now and in the future D. non-financial incentives.
A. Yes
548. A managers wishes to know if the can-
B. No didates ‘can-do’ the job. To determine

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1.1 HUMAN RESOURCE MANAGEMENT 62

this, the manager should consider the can- 553. Strategic HR is output driven rather the
didates’ input oriented.
A. interest A. True
B. attitude B. False
C. motivation 554. Which is NOT a motivator?
D. knowledge A. work content

NARAYAN CHANGDER
549. Examples of HR Metrics except: B. career opportunity
A. Administrative cost per employee C. salary
B. Training return on investment D. development
C. Turnover cost 555. which of the following is the legislation
D. Number of annual workplace acci- introduce in Malaysia?
dents A. employment provident fund act 1951

550. BONUS:Which of the following is not true B. industrial relations act 1967
about TQM: C. factories and machinery act 1967
A. States that everyone in the company is D. employment act 1955
responsible for quality
556. Jobs specification include
B. Applies to improvements in both pro-
cesses and in the results A. physical characteristics

C. Stresses constant process improve- B. psychological characteristics

ment C. personal characteristics
D. Shifts the focus away from the product D. all of these
and looks at the underlying process
557. What is/are the approach/es in Perfor-
551. Public relations campaign is used to gain mance Management
public support for the employer and to put A. Ranking
pressure on the union to settle for a com-
B. Expand th business
promise.
C. Forced distribution
A. TRUE
D. Productivity measurement and evalua-
B. FALSE
tion system
552. If you are assigned as a head for organiz- E. Make customers happy
ing an annual special event of your com-
pany, in this way, what kind of intrinsic 558. Why does HR play an important role in
reward you are offered from your super- sustaining the development of businesses
visor? in the current period?
A. Empowering A. The ever-changing science and tech-
nology
B. Motivation
B. The competition among businesses is
C. Career growth fierce, requiring them to be adaptable and
D. Development lean

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1.1 HUMAN RESOURCE MANAGEMENT 63

C. The shortage of skillful labor force A. Contingency theory suggests that the
D. The gradually degrading status of busi- best leaders are those who are the most
charismatic and outgoing.

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nesses
B. The contingency theory of leadership
559. How can organizations assess the train- is based on the idea that leaders are born,
ing needs of their employees? not made.
A. By randomly assigning training pro- C. The most effective leadership style is
grams contingent upon the situation and the spe-
B. By guessing what the employees need cific circumstances.
C. By conducting surveys, interviews, D. According to contingency theory, the
and performance evaluations most effective leadership style is always
D. By ignoring the employees’ input authoritarian and directive.

560. An introductory training program to fa- 564. While the Soft HRM is an approach with
miliarize new employees with the systems the purpose to
used in the business and the layout of the A. Achieve minimum training costs.
business location, referred to as?
B. Replace the employees as they are dis-
A. Induction Training posable.
B. Selection C. Cut costs to maximise profit.
C. Labor turnover D. Reach self-fulfillment and commit-
D. Employment Contract ment.

561. Strategic Human Resource management 565. Which of the following is a method used
is in group or organisational training needs
A. proactive assessment?
B. reactive A. Consideration of current and projected
changes
C. both
B. Rating scales
D. None of these
C. Interviews
562. John wants his shoe store to adopt the
strategy of having the lowest prices on D. Questionnaires
shoes in town. John is adopting which
566. A job analysis results in two written
competitive strategy?
statements. Theses statements are:
A. focusers
A. human resource inventories and affir-
B. providing input to top management mative action statement
about industry trends
B. labor supply assessment and labor de-
C. cost leadership mand assessment
D. differentiation C. job description and job specification
563. Explain the contingency theory of leader- D. job title review and performance ap-
ship. praisal

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1.1 HUMAN RESOURCE MANAGEMENT 64

567. Which is a compliance issue? 572. The act that outlaws men and women
being paid differently for doing the same
A. carpool organization
work is
B. performance management
A. Fair Labor Standards Act
C. conflict mediation
B. Taft-Hartley Act
D. minimum wage
C. Equal Pay Act
568. Which of the following is likely to cause D. Family and Medical Leave Act

NARAYAN CHANGDER
an increase in the future number of staff
required by a firm? 573. Which of the following is not an analyti-
cal method of job evaluation?
A. A decrease in the demand for the
firm’s products A. Point ranking method
B. A decrease in labour turnover B. Factor comparison method
C. A decrease in the firm’s productivity C. Paired comparison

D. An increase in the minimum wage D. None of the above

569. is a process that verifies whether ev- 574. Struggling employees are a reality that
erything occurs in the organization accord- most entrepreneurswill have to deal with
ing to plans at some point

A. planning A. True

B. controlling B. False

C. directing 575. Apprenticeship training is a work-study

training with job experience and skill
D. organizing
guides trainees in practicing job skill at the
570. What is compensation? workplace

A. the time an employee has been within A. True

a company and their HR B. False
B. is the value that team members re-
576. An induction programme is organized for
ceive in exchange for their services.
A. field workers
C. when companies depend on employ-
ees to sell goods and services B. staff welfare
D. a labor union in a company which is C. new employees
controlled by national labor D. drivers

571. power is based on a person’s individ- 577. Which one is NOT a way to promote
ual charisma work-life balance?
A. Affiliation A. Teleworking
B. Referent B. 9 to 5 working hours
C. Personality C. Job sharing
D. Legitimate D. Sabbatical period

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1.1 HUMAN RESOURCE MANAGEMENT 65

578. What is the benefit of performance ap- 583. What is the major source of candidates
praisal? to fill the vacant positions from within
the company and within the ranks of its

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A. Hike in Salary and Compensation
present employees?
B. Assist to Enhance Employee Perfor-
A. Government Agencies
mance
B. Internal Source
C. Planning for providing Training and De-
velopment C. Campus or University Recruitment
D. Job Fair and Open House
D. All of above
584. How many stages are there in hiring pro-
579. What is the current situation of HR man- cess?
agers’ role in Vietnamese enterprises?
A. 6
A. Lack of professional training
B. 8
B. Steady growth
C. 10
C. No broad vision D. 12
D. Effective strategic planning
585. is the quantity and quality of human
580. John wants more money each month for effort directed toward producing goods
his work, this is called and services.

A. Recruitment
B. Training
C. Headcount
D. Compensation and Benefits
A. Human power
581. Assertion (A):The primary goal of busi- B. Human skills
ness communication is to transmit informa- C. Human knowledge
tion. Reason (R):Effective communication
D. Human resource management
always leads to successful business trans-
actions. 586. The personnel management assosciation
A. Both A and R are true, and R is the cor- of the philippines or PMAP is a national
rect explanation of A. organization of all human resource practi-
tioners which was established to uphold
B. Both A and R are true, but R is not the the profession to the fullest.
correct explanation of A.
A. FALSE
C. A is true, but R is false.
B. TRUE
D. A is false, but R is true.
587. You are setting up your project team, and
582. Performance-related pay is more popular you are looking at a chart that shows
in the USA than in Japan or Germany. that the programming will be performed
by Systems Development, the infrastruc-
A. True
ture will be implemented by Infrastructure
B. False Systems, and the customer communication

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1.1 HUMAN RESOURCE MANAGEMENT 66

will be handled by the Call Center. This is 593. What is the main purpose of wages and
an example of what type of chart? salaries set by the H.R. department?
A. CATCH COLD A. Ensure there is some production from
B. Organizational Breakdown Structure worker whilst they are training
(OBS) B. Protect employees from dangerous
machinery, safety clothing and equipment,
C. Work Breakdown Structure (WBS)
hygiene conditions, and medical aid
D. Resource Breakdown Structure (RBS)

NARAYAN CHANGDER
C. Set the requirements, qualifications,
588. What is the number one preferred place expertise, skills, and personal character-
to work at? istics required by an employee
A. University of Stout D. Attract and retain employees as well
as motivate them
B. Starbucks
C. Google 594. Wages represents rates of pay
D. McDonalds A. Hourly
B. Daily
589. After the completion of Performance ap-
praisal / annual review, the followings C. Weekly
will happen (more than 1 answer) D. Monthly
A. salary increment 595. Anne is an Operations Supervisor is a
B. training & development top performer since January 2023. Last
November 10, she made a mistake in
C. promotion
sending communication to her team that
D. performance improvement plan November 3 was a holiday. It was a ty-
pographical error, and the email was not
590. Choosing the candidate having necessary
reviewed. Hence, her team didn’t report
qualifications is called as
for work on that day. Kay, the Opera-
A. Recruitment tions Manager got mad because there was
B. Selection critical delivery for that day and Anne’s
team is supposed to complete the project
591. Employees record their daily activities in by early morning of November 3. It re-
a fixed period. This is referring to sulted in the delay of delivery the fol-
A. employee’s log lowing day. this November, HR released
the communication that the yearned per-
B. employee’s diary formance review will start November 15
C. employee’s journal until November 30. Kay rated Anne unsat-
isfactory because of the incident that hap-
D. employee’s attendance
pen last November 3. What is the concern
592. Which is NOT part of a job description? with this performance assessment of Kay?
A. job title A. There is none. Kay exercised her man-
agemement prerogative to evaluate Anne.
B. tasks & responsibilities
B. The concern is the assessment of Kay
C. dress code of the recent incident that led to the unsat-
D. qualification needed isfactory rating of Anne

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1.1 HUMAN RESOURCE MANAGEMENT 67

C. The concern is Kay has the tendency 600. The Age Discrimination Act of 1967 pro-
to rate people relatively with other people hibits employment discrimination toward
rather than the performance standards persons of what age?

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D. There is none. Kay is required to do a A. 16 years of age and younger
forced distribution of the ratings. Hence, B. 40 years of age and older
moved Anne to unsatisfactory.
C. 60 years if age and older
596. To retain top talent, build a strong and D. 12 years of age and younger
consistent team, humanresource manager
needs to know how to do the process 601. Managers are increasingly under pres-
in the right way. sure to lower andimprove productivity
to maximize efficiency.
A. training and development
A. cost
B. recruitment and selection
B. benefits
597. When Joce interviewed for a position 602. Which of the following is not correct for
at TruTech, the interviewer described the the organizational behavior?
downsides to the job, including the need
to work long hours on occasion and the A. Organizational behavior is an integral
stress that sometimes accompanies tight part of management
deadlines. The interviewer was using B. Organizational behavior is a disci-
A. honesty recruiting. plinary approach
C. Organizational behavior helps in analy-
B. a realistic job preview
sis of behavior
C. balance recruiting
D. Organizational behavior is goal ori-
D. a negative or positive job assessment ented

598. What is the purpose of conducting a Hu- 603. Managers group similar jobs into a pay
man Resource Management (HRM) audit? grade in order to help with the setting of
wages for all jobs
A. To evaluate the effectiveness of HRM
functions A. True
B. To assess the financial performance of B. False
the company 604. A business needs to recruit and select
C. To analyze the marketing strategies new candidates when the business is ex-
panding.
D. To compare the company with its com-
petitors A. TRUE
B. FALSE
599. If someone has a degree-what skill is
this? 605. When management attempts to increase
A. Soft Skill the scope of a job by broadening or deepen-
ing the task undertaken by a worker, this
B. Hard Skill can be best described as
C. Transferable Skill A. job rotation
D. none of above B. job analysis

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1.1 HUMAN RESOURCE MANAGEMENT 68

C. job enlargement 611. E-recruitment primarily utilizes print me-

D. job enhancement dia for attracting candidates.
A. True
606. When a small business owner pays an
individual a percentage of sales, this is B. False
called a
612. The idea behind SHRM is that companies
must “fit” their HR strategy within the
framework of overall business objectives.

NARAYAN CHANGDER
A. paycheck
B. bonus
C. commission A. True
D. salary B. False
607. Which of the following social media is
613. Which of the following is not a technique
mainly used as part of the recruitment pro-
of potential appraisal
cess?
A. Self Appraisal
A. Instagram
B. Peer Appraisal
B. Twitter
C. Management By Objectives
C. LinkedIn
D. Facebook D. Transfer

608. Kaka 614. A document that states the job title, de-
scribes the responsibilities of the position,
A. Hah
the direct supervisory relationships with
B. Hha other staff, and the skill and qualifications
C. Sis required for the position. It is the meaning
of
D. Mam
A. Job Analysis
609. Which is usually NOT included in a job de-
scription? B. Job Specification

A. Salary C. Job Description

B. Job duties D. Position
C. Qualifications 615. The Human Resource Audit is the process
D. Conditions to evaluate performance?
A. Organisation
610. Manager’s basic function is getting things
done through people. B. HR Policy
A. True C. HR Department
B. False D. All of the above

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1.1 HUMAN RESOURCE MANAGEMENT 69

616. What does it mean to look for people to A. True

hire and attract them to the business? B. False

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A. recruit
622. Which approach in HRM audit involves us-
B. freelance ing external consultants or research find-
C. wages ings as a standard for evaluation?
D. delegate A. Statistical approach
B. Management by objectives approach
617. Which of the following is a purpose of an
exit interview: C. Compliance approach
D. External authority approach
A. To negotiate compensation and bene-
fits 623. One of the company’s incentive programs
B. To gather further insight into the com- in providing compensation is
petition A. Profit Sharing
C. To gain constructive suggestions for B. Profit-ta Pearce
improvement C. Profit Caring
D. To gauge employee attitudes about so- D. Profit Pushing
cial issues
624. The process to determine how many em-
618. It causes people to do something for a re- ployees are needed at a particular time is
ward or to avoid a penalty. described about
A. Intrinsic motivation A. demand planning
B. Extrinsic motivation B. employees planning
C. systematic planning
619. It is the process of evaluating an em-
ployee’s current and past performance rel- D. human resource planning
ative to his/her performance standards. 625. In which position culture can be used as
A. Performance rating increase a mechanism to facilitate organizational
B. Performance appraisal unity and cohesion?

C. Compensation packages A. Realist’s position

B. Optimist’s position
D. Human resource management
C. A and B
620. When are employee performance ap- D. Pessimist’s position
praisals typically done?
A. Everytime 626. Consuela, a manager, delegates the au-
thority for a project to Lee, her subor-
B. Annually dinate. Consuela is most likely involved
C. Monthly in which function of the management pro-
cess?
D. Weekly
A. leading
621. To have an empowered organization,
B. organizing
we should allow the workforce to fail
but guide them and counsel them when C. motivating
needed. D. staffing

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1.1 HUMAN RESOURCE MANAGEMENT 70

627. Recruitment is 632. What refers to the appraisal involving

identifying the hidden talents and skills of
A. Attracting the Candidate to apply for a
a person to assume a higher position in the
job
organisation?
B. Selecting a right person for a right
A. Self Appraisal
place
C. Analysing the job B. Promotion

D. Planning for the number of employees C. Potential Appraisal

NARAYAN CHANGDER
D. None of the Above
628. Human resources are a company’s most
important resources because 633. Definition of quality is the fulfillment of
A. they are the most expensive re- customer’s:
sources. A. Expectations
B. they are the least expensive re- B. Requirements
sources.
C. Expectations and Requirements
C. they control all other company re-
sources. D. None of the above

D. they are controlled by other company 634. Claire spends most of her time at work
resources. establishing goals for her staff of fifty em-
ployees and developing procedures for var-
629. advising or training another employee ious tasks. In which function of the man-
A. Mentoring agement process does Claire spend most
of her time?
B. Collaborating
A. Leading
C. Networking
B. Controlling
D. Downsizing
C. Organizing
630. HRM Believes that Performance Ap-
praisal is a D. Planning
Explanation:Explanation:D) The planning
A. process function of the management process re-
B. system quires managers to establish goals and
standards, develop rules and procedures,
C. activity and develop plans and forecast.
D. methods
635. Recruitment is
631. Employees’ contribution to the organiza- A. Stimulating the Candiadte to apply for
tion is generally a job
A. foreseeable B. Selecting a right person for a right
B. variable place
C. unpredictable C. Analysing the job
D. controllable D. Planning for the number of employees

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1.1 HUMAN RESOURCE MANAGEMENT 71

636. What are the objectives of this lesson? 640. Payments for labor or services that are
made on an hourly, daily, or per unit ba-
A. Explain the career development of a Fi-
sis:

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nancial Manager
A. salary
B. Discuss the challenges of Operations
Management B. profit sharing
C. Discuss the importance of Marketing C. wages
Management D. none of the above
D. Define Human Resource Management 641. What is emphasised by the HRM man-
ager regarding employee feedback and in-
637. Promotes empowerment by being a con- volvement in solutions?
sistent role model, mentor and trainer.
A. Ignoring employee opinions
A. Commitment
B. Encouraging employees to contribute
B. Facilitation to solutions
C. Leadership C. Avoiding investments in safety
D. Leader D. Safeguarding safety and health

638. It is a process concerned with the man- 642. What is the organization of a business or
agement of personnel; also known as the who reports to who?
study of human capital. A. chain of command
A. Human Resource Department B. freelancer
B. Human Resource Management C. delegate
C. Human Resource Manager D. job position
D. Human Resources 643. The first task in the human resources
management activity of staffing is:
639. Which is the criteria in selecting expats?
A. determining job descriptions.
B. determining need.
C. recruiting.
D. screening and selecting applicants.

644. What is the name of today case?

A. Eye of Vincenzo
B. Eye of Drake
A. Ability to adapt and technical compe-
tence C. Eye of Jesoo
D. Eye of Janus
B. Spouse and family adaptability and hu-
man relations skills 645. It refers to organizations reward pack-
C. Desire to serve overseas and previous age, remuneration, and benefits.
overseas experience A. Performance appraisal
D. All of the above B. Labor relations

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1.1 HUMAN RESOURCE MANAGEMENT 72

C. Development D. job specification

D. Compensation 649. Tacit knowledge-Knowledge based on
646. The effect of advancements in is so personal experience that is difficult to cod-
dramatic thatorganisations are changing ify
the way they do business. A. True
A. platform B. False
B. technology

NARAYAN CHANGDER
650. All of the following are typical concerns
647. The relationship between strategy and of matrixed team members EXCEPT?
PDP is: A. Wondering who will handle their eval-
uations
B. Servicing multiple bosses
C. Developing commitment
D. Computing fringe benefits when work-
ing multiple projects

651. Vacancy in an organization occurs due to

A. Promtions and Transfer
B. Accidents
C. Retirement
D. All the above

652. Many young workers have no expecta-

tion that the company would be loyal to
them and they dont feel that they owe
their companies strong loyalty
A. true
B. false

653. He brings into action all activities and har-

A. Preaction relationship monizes the work of various personnel in
B. Reaction relationship his department and related functions on
other departments?
C. Nothing of the two
A. educator
D. Both
B. counselor
648. the minimum qualifications required by a
C. adviser
particular job such as education and expe-
rience D. coordinator
A. job analysis 654. stimulates innovation and productiv-
B. job title ity.
C. job description A. Equal pay

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1.1 HUMAN RESOURCE MANAGEMENT 73

B. Good working conditions 660. Employment stability, team-based be-

C. Diversity haviors, and strategy-focused behaviors
are used as part of an HR Scorecard to as-

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D. Organisational culture sess
655. Which of the following does not affect A. workforce deliverables.
your wage? B. HR deliverables
A. current labor market C. external objectives
B. cost of living D. top management support.
C. experience
661. Individuals have adapted to the organi-
D. incredibly good looks zation, feel accepted and knows what is
expected of them.
656. Whose responsibility is it to inform the
employer if unable to come to work? A. Metamorphosis Stage
A. Employer B. Prearrival Stage
B. Employee C. Encounter Stage
D. none of above
657. What is one of the advantages of bureau-
cracy as a form of organization? 662. You are a project manager leading a cross-
A. High flexibility functional project team in a weak matrix
environment. None of your project team
B. High adaptability
members report to you functionally, and
C. High innovation capability you do not have the ability to directly re-
D. High efficiency ward their performance. The project is
difficult, involving tight date constraints
658. Mr. Ganesh was laid off for 2 years with- and challenging quality standards. Which
out pay. After 2 years the company con- of the following types of project manage-
tacted him to resume service to work in ment power will likely be the MOST effec-
the company. In your view, what strategy tive in this circumstance?
has the company done? A. Referent
A. Retrenchment B. Expert
B. Layoff C. Penalty
C. MSS D. Formal
D. VSS
663. An HR professional must look at the prob-
659. Which of the following is used to mea- lem, considers the personalities, examines
sure the various characteristics of the can- the issues and presents himself as the me-
didate? diator and problem-solver.
A. Physical test A. Trust and Confidence
B. Psychological test B. Team-oriented
C. Aptitude test C. Honesty and Integrity
D. Proficiency test D. Negotiating and problem-solving

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1.1 HUMAN RESOURCE MANAGEMENT 74

664. Which is not a step of job analysis is B. False

A. Strategic Choices 669. True/False:All employees, no matter
B. Process Information what profession you are in, have skills
C. Job Specification that need to be maintained or improved.
D. Position A. True
B. False
665. For employees to react positively to a
performance appraisal, it is important that

NARAYAN CHANGDER
670. Which of the followings tells you
they believe their supervisor is knowl- whether the test is valid?
edgeable about the ratee’s job and his/her
A. Ali scored 50 marks for the first test
performance. Supervisor job knowledge is
and scored 51 marks for the second iden-
an aspect of:
tical test
A. adequate notice
B. Abu scored 70 marks for the first test
B. fair hearing and scored 95 marks for the second iden-
C. judgment based on evidence tical test
D. all of the above C. Ahmad is being tested with typing test
for the clerk position he applied.
E. none of the above
D. Siti is being tested with high level of
666. A basic assumption of human resource mathematics test for the clerk position
management is that enterprises have an she applied.
obligation to maximize the use of employ-
ees’ talents and to provide each employee 671. Job analysis, job evaluation, salary sur-
with an opportunity to grow continuously, veys, and salary level determination. This
tap their highest personal potential, and is the planning stage
build a successful career. A. Evaluation
A. ability B. Evacuate
B. Knowledge C. Compensation
C. operating hours D. Competition
D. Positivity
672. WHAT ARE THE ADVANTAGES OF RE-
667. The core purpose of HRM is CRUITMENT CARRIED OUT INTERNALLY?
A. Select the right person for the task A. HIGH RECRUITMENT COSTS
B. satisfaction of employees B. NO INDUCTION NEEDED
C. safety of employees C. LOW RECRUITMENT COST
D. Make the efficient purpose of existing D. WORKER SPIRIT AND MOTIVATION
HR INCREASED

668. The levels at which strategies are com- 673. What is the purpose of a job specification
monly formulated in business organisa- in the recruitment process?
tions are named as corporate, business A. Outlines the requirements, qualifica-
and functional. tions, expertise, skills, and personal char-
A. True acteristics required by an employee

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1.1 HUMAN RESOURCE MANAGEMENT 75

B. Lists the rights and responsibilities of C. life challenges

workers in the employment contract D. None of the answers are correct

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C. Explains the firm’s activities, customs,
and procedures to new employees 679. Which country uses the graphology test
to select candidates?
D. Details the responsibilities and duties
to be carried out by someone employed to A. US
do the job B. Germany

674. Evolution of HRM The personal manage- C. China

ment gained considerable importance after D. India

680. The Occupational Safety and Health Act

A. The second world war requires:
B. invention of machines A. employees to carry self insurance
C. invention of trains B. employers to provide medical insur-
D. none of above ance
C. employers to provide adequate fringe
675. Workforce planning involves all the fol-
benefits
lowingexcept
D. employers to provide a safe and
A. organizing the training of staff
healthful workplace
B. forecasting future personnel require-
ments 681. Which of the following indicate behaviour
of Human Capital?
C. examining production plans in a fac-
tory A. Insight
D. preparing and maintainingpersonnel B. Effort
records C. Motivation
676. Off-the-job training can lead to resent- D. Relationships
ment and higher labor turnover.
682. Career development falls into which AMO
A. TRUE category?
B. FALSE A. Skill-enhancing
677. Without people, an organization can ex- B. Motivation-enhancing
ist. C. Opportunity-enhancing
A. TRUE D. None of the above
B. FALSE
683. The definition of external sources of per-
678. This is the most difficult challenge faced sonnel attraction is given:In external per-
by modern HR professionals in the digital sonnel attraction, the company seeks to
world. fill the vacant position with people who
are not related to it. During this spe-
A. Possible replacement by Artificial intel- cific process, particularly careful planning
ligence and loosing their jobs is needed by the members of the adminis-
B. Too much low salary tration. Outsiders have different and new

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1.1 HUMAN RESOURCE MANAGEMENT 76

perceptions, another culture and create 686. Which one creates an environment & cul-
new perspectives. There is still no pres- ture in which employees contribute skills?
sure from various interest groups, while A. Human capital steward
there is also a saving in training costs,
since the future employee already has the B. Knowledge facilitator
experience from his previous work. Nev- C. Relationship builder
ertheless, the risk of making a mistake in
D. none of above
selecting personnel that will not meet the
company’s expectations is high, while less

NARAYAN CHANGDER
687. This is the right to make decisions about
time is required to adapt to the new con- assignments and how they will be accom-
ditions. Which sentence is wrong? plished.
A. The company is looking to fill the va- A. Organizing
cancy with people who are not related to
B. Leading
it
C. Authority
B. Outsiders have different and new per-
ceptions D. Planning
C. There is no pressure from various in- 688. The need to achieve goals that add value
terest groups to the business, community, family
D. It also takes less time to adapt to new A. Personal Contribution
conditions
B. Job Rotation
684. What is the term for workforces like C. Job Characteristics
those at the company Uber, where free-
lancers and independent contractors work D. Benchmarking
when they can, on what they want to
689. What was the % difference in gross
work on, and when the company needs
hourly earnings between men and women
them?
in the EU in 2016?
A. tele-commuters
B. human capital
C. job-analysts
D. on-demand workers

685. Human Resources are:

A. 19.4%
A. Human Resources are the jobs in a
business. B. 11.7%
B. Human Resources are the people, in- C. 16.2%
cluding their skills, knowledge and abili- D. 15.3%
ties, who comprise an organisation.
C. Human Resources are the skills, 690. Which of the following are duties of a
knowledge and abilities of an organisa- clerk in the human resources office?
tion. A. Maintaining a database of personnel
D. Human Resources are the groups of records
people in the organisation. B. Preparing paysheets

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1.1 HUMAN RESOURCE MANAGEMENT 77

C. Attending to production schedules C. Ability to cope with change

D. Arranging marketing strategies for D. Dependence on clients

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new products
697. What are the legal and ethical considera-
691. Under most decision-making situations, tions in the recruitment and selection pro-
what authority does the HR department cess?
have in an organization?
A. Sharing confidential candidate infor-
A. employee authority mation with others
B. delegated authority B. Treating candidates unfairly and disre-
C. functional authority spectfully
D. direct authority C. Ignoring all laws and regulations
692. True or False:Any pay structure, such as D. Compliance with anti-discrimination
the one we discussed related to Lockheed laws, equal employment opportunity regu-
Martin, must consider both content and lations, and privacy laws; treating all can-
value if it is to be internally aligned. didates fairly and with respect; maintain-
ing confidentiality of candidate informa-
A. True
tion; providing accurate and transparent
B. False information about the job and company
693. Recruitment & selection is not an impor- 698. . Which one is not the specific goal of
tant aspect of human resource planning. human resource management
A. True A. Attracting applicants
B. False
B. Separating employees
694. Which act requires employers to provide C. Retaining employees
unpaid leave for childbirth, adoption, or ill-
D. Motivating Employees
ness?
A. Equal Pay Act 699. What are the personal qualities of the
B. Pregnancy Discrimination Act Personnel Manager according to the text?
C. Americans with Disabilities Act A. Can communicate effectively, pos-
sesses an above-average intelligence, en-
D. Family and Medical Leave Act
joys working with people
695. True or False:Most experts agree that B. Has a pleasing personality and per-
performance appraisal is necessary in or- sonal warmth, should be approachable,
ganizations, i.e., to not “throw the baby enjoys working with people
out with the bathwater”?
C. Possesses the integrity, industry, and
A. True courage to earn the respect of the employ-
B. False ees and his employer

696. What are the disadvantages of bureau- D. Possesses the integrity, industry, and
cracy as a form of organization? courage to earn the respect of the employ-
ees and his employer, has a pleasing per-
A. Inefficient bureaucracy sonality and personal warmth, should be
B. Ability to adapt quickly approachable

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1.1 HUMAN RESOURCE MANAGEMENT 78

700. Which helps in evaluation of new jobs? B. In political features

A. Features of Job Evaluation C. In demographic characteristics
B. Benefits of Job Evaluation D. In local features
C. Objective of Job Evaluation
704. Red circle rates are above the maximum
D. none of above for the pay range and are often frozen un-
701. Cynthia, the President of Y Corporation til the range shifts upward through market
wage adjustments

NARAYAN CHANGDER
scheduled a year-end management meet-
ing to prepare for Y2024. She required A. True
all the leaders to determine the strengths,
B. False
weaknesses, threats, and opportunities
(SWOT) in their respective departments. 705. A layoff is an example of a(n) sepa-
Is this necessary in the HR planning for ration
Y2024?
A. active
A. Yes, because this will help the leaders
analyze the organizational objectives and B. passive
plans C. involuntary
B. Yes, because the leaders can evaluate D. voluntary
the state of the organization and ascertain
the gaps needed to be addressed 706. The Occupational Safety and Health Act
C. No, because they have the preroga- establishes the maximum number of hours
tive to determine what goals they want for an employee can work.
Y2024 A. True
D. No, because they just need to addess B. False
their deficiencies within the organization
and come up with action plans to avoid it 707. (or independent contractors) are peo-
for Y2024 ple who provide specialty services to
a number of different businesses on an
702. Collaborating is working with a different hourly basis or by the job.
company on the same projects
A. Freelancers
A. True
B. students
B. False
C. supervisors
703. What is the reason for the wage gap be-
tween men and women? D. managers

708. an employee’s movement to another po-

sition but within the same rank or respon-
sibility
A. promotion
B. demotion
C. transfer
A. In social characteristics D. separation

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1.1 HUMAN RESOURCE MANAGEMENT 79

709. What does redundancy and dismissal 714. Wages, salaries, and commissions are
management involve in HRM? most likely examples of

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A. Organizing team-building activities for A. indirect financial compensation
the staff
B. employment benefits
B. Conducting market research for the
C. employment incentives
company’s products
C. Handling employees’ exit from the or- D. direct financial compensation
ganization due to business reasons or dis-
715. What is the 4th stage in hiring process?
ciplinary action
A. Initial contact with applicants
D. Managing the company’s social media
accounts B. Reference checks

710. -Questions come up spontaneously and C. Interview (supervisor)

there are no formal guidelines-Open ques- D. Employment tests (optional)
tions will be asked to candidates. The
statement above refers to: 716. This function involves creating a working
environment that is free from fear, threat
A. Structured Interviews
or intimidation.
B. Unstructured interview
A. Disciplinary action
711. Which of the following is the best perfor- B. Staff welfare
mance appraisal system?
C. Appraisal
A. Critical incident appraisal
D. Working conditions
B. Checklist appraisal
C. Forced-choice appraisal 717. What best describes employee resourc-
D. Behaviorally anchored rating scale ing?

E. None of the above A. It gives importance to the skills of each

employee and rewards them accordingly.
712. What are the roles of HR department in
B. It gives benefits to employees based
enterprises?
on their performance.
A. Change management
C. It gives equal opportunity to all em-
B. Employees achievement development ployees.
C. Infrastructure development D. none of above
D. Strategic partnerships
718. Human Resource Planning deals with
713. Name the selection tests that are con- staff requirement, looking after the
ducted and the demand for skills and the avail-
A. Language Test ability of individuals with skills
B. Performance Test A. future and present
C. Personality Test B. present and situation
D. Medical Test C. current and future
E. Intelligence Test D. current and not future

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1.1 HUMAN RESOURCE MANAGEMENT 80

719. HRP provides scope for advancement and 724. What are the 3 psychological states re-
development of employees through viewed in class that may improve engage-
A. training and development ment in the workplace?
A. Acceptance, Compensation, Rewards
B. Better industrial relations
B. Acceptance, Belonging, Contribution
C. Adequate compensation
C. Belonging, Compensation, Rewards
D. right sizing
D. Acceptance, Contribution, Teamwork

NARAYAN CHANGDER
720. Explain the impact of economic conditions
on human resource management. 725. Which of the following is not an objective
of Human Resource Management:
A. Economic conditions have no impact on
HR management A. Selection and recruitment
B. Economic conditions can impact HR B. Dealing with workplace relations to en-
management through changes in budget sure that employees are satisfied
allocation, workforce planning, and com- C. Implementation of policies and proce-
pensation strategies. dures to ensure that the business is com-
C. It only affects finance department, not pliant with legislation
HR management D. Firing staff
D. It decreases the need for employee 726. Which is the process of helping new em-
training ployees adjust to a company?
721. DEVELOPMENT function involves A. training
A. giving regular training opportunities B. recruitment
B. Providing Development opportunities. C. human resource management
C. upgrade employees regularly D. orientation.
D. All of these 727. Management can lose its authority and
power by empowering its employees.
722. Bryan, who works in human resources, is
interested in collecting projected data on A. True
the number of people leaving and retiring B. False
in the next 10 years. What activities do
you perform? 728. The government regulates the employ-
ment of children under the age of
A. Choose a recruitment source
B. Select recruitment candidates
C. Human resource planning
D. Downsized

723. Layoff and retrenchment are the same in

the context of staff separation.
A. True
B. False

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1.1 HUMAN RESOURCE MANAGEMENT 81

A. 16
B. 18

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C. 20
D. 21

729. which of the following fall under the cat-

egory of “scope in HRM”
A. Recruitment and Selection
A. The process of determining the objec-
B. share investment in other projects tives of a business or its subsystems
C. illegal trade unions B. Systematic preparation for “tomor-
row” is a normal process that allows Exec-
D. gambling at work place
utives to identify what they want and how
they will achieve it.
730. The changing role of HR manager doesn’t
include C. The direction that improves continuity
of actions and reduces overlap, redundant
A. Employee Advocate activities and omissions
B. Welfare Leader D. The management of human activities,
C. Change Agent while at the same time looking for ways
to increase business performance
D. Change Champion
734. A performance rating error in which the
731. In most organizations, human resource rater is reluctant to give employees either
managers are categorized as , who as- extremely high or extremely low ratings
sist and advise in areas like recruiting, is referred to as a(n)
hiring, and compensation. A. recency error
A. staff managers; line managers B. error of central tendency
B. line managers; middle managers C. leniency or strictness error
C. line managers; staff managers D. halo error
D. functional managers; staff managers
735. What is the FINAL step in the appraisal
process?
732. Considered as one of the major responsi-
bilities of the human resource team. A. Discussing the appraisal with the em-
ployee
A. Job Design
B. Examining the work performance of
B. Functions the employee
C. Recruitment C. Appraising the work performance of
D. Orientation the employee
D. Communicating the performance crite-
733. What does DAP include? ria to the employee

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1.1 HUMAN RESOURCE MANAGEMENT 82

736. Explain the concept of internal versus ex- D. they control all other company re-
ternal recruitment and its impact on orga- sources.
nizational culture.
740. What was the conclusion of Hawthorne’s
A. Internal recruitment involves hiring
research?
from outside the organization, while exter-
nal recruitment focuses on filling job va- A. The physical conditions of the work-
cancies from within the organization. place affect productivity
B. Internal recruitment focuses on filling B. Psychological factors influence pro-

NARAYAN CHANGDER
job vacancies from within the organiza- ductivity
tion, while external recruitment involves C. Improved lighting can increase pro-
hiring from outside the organization. ductivity
C. Internal recruitment has no impact on D. Increased economic incentives in-
organizational culture, while external re- crease productivity
cruitment significantly influences it.
D. Internal recruitment and external re- 741. The Ranking method is best suited for
cruitment are the same concept and have A. Complex organizations
no impact on organizational culture.
B. Large organizations
737. Which of the following is not a way to C. Small organizations
empower employees in an organization?
D. All of the above
A. Giving them knowledge and informa-
tion 742. OSHA stands for Office Standards and
B. Providing them with feedback on their Health Administration.
performance
C. Trusting them and creating trustwor-
thiness in the organization
D. Hurting their dignity and respect
738. Below is the non-equity modes of foreign
operation EXCEPT:
A. Joint Ventures
B. Subcontracting
C. Licensing A. True
D. Management contracts B. False
739. Human resources are a company’s most
743. The formal process of familiarizing new
important resources because:
employees with the organization, their
A. they are the least expensive re- jobs, and their work units is called as
sources.
A. orientation
B. they are controlled by other company
B. onboarding
resources.
C. they are the most expensive re- C. cross-training
sources. D. team training

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1.1 HUMAN RESOURCE MANAGEMENT 83

744. Which of the following activities are in- 749. Explain the theory of leadership.
cluded in Recruitment activities? A. The theory of leadership is based on

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A. Training & development the color of the leader’s tie.
B. Recruitment B. The theory of leadership is all about be-
ing the most popular person in the group.
C. Selection
C. Understanding different leadership
D. Performanceimprovement programs styles and their impact on a group or or-
E. Job analysis ganization.
D. Leadership theory revolves around the
745. Which period can be characterized the leader’s ability to juggle multiple tasks at
movement from manufacturing by hand to once.
production in mass quantities by machines
in factories? 750. What strategy can company uses to re-
tain the employee?
A. Medieval Ages
A. Manpower planning
B. Industrial Revolution
B. Performance appraisal
C. Human Relations Era C. Job analysis
D. Scientific Management D. Gap Analysis

746. Why do companies lay off workers? 751. A study on M&As in Germany revealed
that successful integration is dependent
A. Downsizing and restructuring upon managers’ industry experience.
B. The growth of offshoring A. True
C. The pressure of global competition B. False
D. All of the above 752. Which of the following factors state the
importance of Human Resource Planning?
747. is a performance measure of both ef-
ficiency and effectiveness. A. Creating highly talented personnel
B. International strategies
A. Organisational behaviour
C. Resistance to change and move
B. Organisational citizenship
D. All of the above
C. Employee productivity
753. The idea that things tend to go more
D. None of these
smoothly when there is some way to align
the interests of an organization and its
748. A collection of tasks and responsibilities
employees is an aspect of which under-
that an employee is responsible to conduct
lying principle of high-performance work
is a:
systems?
A. job A. Shared information and trust
B. job description B. Egalitarianism and engagement
C. job analysis C. Knowledge development
D. duties and task list D. Performance-reward linkage

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1.1 HUMAN RESOURCE MANAGEMENT 84

754. Which of the following is NOT a step of 759. What is the purpose of the selection pro-
the employment process in the Human Re- cess in recruitment?
sources department? A. To attract more candidates
A. Assess employment needs B. To create a contractual relation
B. Recruit potential employees
C. To reject unsuitable candidates and se-
C. Selection of employee who fulfills lect suitable ones
goals
D. To follow the recruitment process

NARAYAN CHANGDER
D. Negotiate salary and benefits of new
hires 760. A salary amount which enables the indi-
vidual to have food shelter, clothing etc.
755. An evaluation of the training program fulfills which need:
at Sky Systems revealed that the train-
A. Self actualisation
ing was not implemented on the job be-
cause managers continued to reinforce the B. Physiological
old routines. Senior management can over- C. Social
come this problem by
D. Safety
A. featuring identical elements
B. focusing on general principles 761. Selection is

C. establishing a climate for transfer A. The series of steps by which candi-

dates are tested to choose the most suit-
D. giving employees transfer strategies able person for a vacant post
756. E-learning is the Training method for on- B. The process of identifying the need for
line instruction using technology based a new employee, defining the job to be
methods such as the Internet. filled, and attracting suitable candidate
A. True C. The strategic approach to the effective
B. False management of employees so that they
help the business to achieve its objectives
757. The HR staff member who has the job
D. A forecast of the number of workers
of advising management on all aspects of
and skills that will be required by the or-
union-management aspects is the
ganisation
A. labor relations specialist
762. A drawing that shows the structure of
B. recruiter
an organization, major job classifications,
C. line manager and the reporting relationships among the
D. compensation manager organization’s personnel.
A. Unity of Command
758. A manager prefers to communicate with
her team through emails and written re- B. Organization Chart
ports. This is an example of: C. Employee Empowerment
A. Oral Communication D. Accountability
B. Written Communication
763. Whose responsibility is it to take reason-
C. Gestural Communication able care of own safety and that of oth-
D. Visual Communication ers?

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1.1 HUMAN RESOURCE MANAGEMENT 85

A. Employer B. Your company may be fined up to an

amount exceeding RM10, 000 for not reg-
B. Employee
istering with PSMB

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764. The following statement about the char- C. You have to wait until you become a
acteristics of human resource strategy, senior staff to enjoy the benefit of HRDF
which is not correct? training
A. Human resource strategy requires the D. The employer might be jailed for up to
analysisi of the organization and external a year for not complying with the PSMB
environment Act 2001

B. Human resource strategy is revised on 767. Human resource management is an activ-

a yearly basic ity found in organizations whether they
are business or service oriented, large, or
C. Human resource strategy shapes the
small.
character and direction of human re-
source management activities A. True
D. Human resource strategy is quick to B. False
plan and implement
768. It motivates people to perform a specific
task to achieve the target.
765. Explain the various methods of recruit-
ment used in human resource manage- A. Goal
ment. B. Vision
A. Recruitment through social media only C. salary
B. Hiring based on astrology D. promotion
C. Various methods of recruitment in- 769. Tendency to rate people relatively with
clude internal recruitment, external re- other people rather than the performance
cruitment, online job postings, employee standards
referrals, recruitment agencies, and cam-
pus recruitment. A. Halo effect
B. Contract error
D. Recruiting only family members
C. Rater’s bias
766. You are a new Marketing Executive in D. Central tendency
Everrose Departmenal Store Sdn Bhd and
you came across an advertisement for a 770. Which of the following is NOT an aspect
HRDF claimable training on Digital Market- of the function selection?
ing. You sent an inquiry to your Human A. shortlisting
Resource Department and received a neg-
ative response from them because appar- B. testing
ently your company did not register with C. interview
PSMB. In this case, which of the statement D. training
below may apply in this situation?
A. Nothing because your company’s sub- 771. The evaluation of the training program
sector does not fall under the sectors that can be done through
are being enforced to register with PSMB A. behavioral change

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1.1 HUMAN RESOURCE MANAGEMENT 86

B. employer’s reaction 777. The most important part of managing is

C. technological change
D. customer preference A. managing people
B. personal self-actualization
772. is the first main operative function of
personnel management C. micromanaging
A. training D. none of above

NARAYAN CHANGDER
B. selection 778. The government commission established
C. procurement to ensure that all individuals have an equal
D. development opportunity for employment
A. Equal Employment Opportunity Com-
773. These are the most important resource of mission
any small business.
B. Americans with Disabilities Act
A. suppliers
C. Civil Rights Act
B. vendors
D. Pregnancy Discrimination Act
C. employees
D. consultants 779. What are the steps in Human Resource
Planing
774. In 360 degree appraisal system a per-
son’s appraisal is done by (Tick all the A. Developing strategies for addressing
correct options.) supply and demand Issues or (Bridging
the gap)
A. Superior
B. Job fairs and transfers
B. Teacher
C. Gate hiring
C. Subordinate
D. Facilitating the a systematic forecast-
D. Peers
ing of HR requirements and capabilities
E. Self
780. In some countries, unions have alliances
775. The Recruitment and Selection process with other organizations like political par-
aimed at right kind of people ties, churches, or governments.
A. At right place A. True
B. At right time B. False
C. To do right things
781. Which system of job evaluation is being
D. All the above
used when jobs are listed according to a
776. Human capital can be classified series of predetermined wage grades?
A. Intellectual capital and Social capital A. Hay profile method
B. Social capital and Emotional capital B. Job ranking
C. Emotional capital & Intellectual capital C. Factor comparison method
D. All of these D. Job classification system

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1.1 HUMAN RESOURCE MANAGEMENT 87

782. HR professionals should consider the D. To ensure equal employment opportu-

needs of both employees and manage- nity and safety in the workplace
ment.

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787. Historically, incentive plans have not
A. Multitasking
been a major element of strategic compen-
B. Ability for a dual focus sation management
C. Organization A. True
D. Dedication to continuous improvement B. False
783. In which stage of International Involve-
788. Under Act covers all workers em-
ment does firm expand its market to in-
ployed in factories, mines, plantations,
clude other countries, but retains produc-
transport undertakings, and construction
tion facilities within domestic borders?
works.
A. Export operations
A. ESI Act
B. Transnational operations
B. Industrial disputes Act
C. Multinational operations
C. Indian Factories Act
D. Domestic operations
D. The Workmen’s Compensation Act, of
784. An approach to management that gives 1923
employees the authority to solve many
customer problems. 789. Resources and capabilities that serve as
A. Accountability a source of competitive advantage for a
firm over its rivals are called
B. Unity of Command
C. Employee Empowerment A. core competency

D. Organization Chart B. core competence

C. competitive advantage
785. It includes all activities used to attract &
retain employees and to ensure they per- D. competency
form at a high level in meeting organiza-
tional goals. 790. He conducts or administers the company
training program and is involved in the de-
A. Organizational Management velopment of each employee.
B. Human Resource Management
A. administrative official
C. Financial Management
B. provider of service
D. Marketing Management
C. educator
786. What is the goal of strategic manage-
D. adviser
ment in an organization?
A. To deploy and allocate resources that 791. HRM IS A ACTIVITY
give it a competitive advantage A. CONTINUOUS ACTIVITY
B. To analyze a company’s competitive sit-
B. DIFFICULT ACTIVITY
uation
C. EASY ACTIVITY
C. To develop a rich pool of talent for the
organization D. NONE OF THE ABOVE

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1.1 HUMAN RESOURCE MANAGEMENT 88

792. Which of the following is NOT a legal 796. A good HR manager should posses
method that employers can use to convince A. Fairness & Firmness decision making
their employees not to sign authorization
cards? B. Tact and Resourcefulness in trying con-
ditions
A. hang up signs describing ways that
unionization might hinder corporate C. Knowledge of labour and other terms
growth and salary increases D. All of the above
B. tell employees they will be fired if they

NARAYAN CHANGDER
sign the cards 797. Which of the following is NOT one of the
Conflict Resolution Techniques?
C. hold meetings in which they offer to
provide benefits in addition to what the A. Comparing
union is promising B. Smoothing
D. set up a website in which they ask em- C. Forcing
ployees to support their employer
D. Withdrawal
793. Manpower planning consists of-
A. determining the jobs to be done / iden- 798. Used to be the most popular medium for
tifying the skills / estimating the exists recruiting applicants.
likely / filling up the requirements A. Newspaper Advertisement
B. identifying the skills B. Job Fairs
C. Estimating the turnover of employees C. Walk-ins
likely to happen in near future
D. Internet
D. none of above
799. Positive discipline relies on reminders
794. The function of human resource manage-
given to employees to improve perfor-
ment has been increased in the last 50
mance.
years. Most of these changes include:-
(Choose 2 options ) A. True
A. introduction of legislation to protect B. False
workers and their rights
800. Generation X was born from?
B. changes in economic and social envi-
ronment A. 1980-1999
C. to make sure the workers is eating B. 1957-1980
healthy C. 1960-1990
D. none of above
D. 1963-1980
795. The following is concerned with develop-
ing a pool of candidates in line with the 801. is the root cause of job dissatisfac-
human resources plan. tion.

A. Development A. Poor working conditions

B. Training B. Pay inequality
C. Recruitment C. Over supervision
D. All the above D. Discrimination

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1.1 HUMAN RESOURCE MANAGEMENT 89

802. Due to a lack of concern regarding occu- 806. Social Security can help replace lost in-
pational health and safety, a number of come resulting from all but which of the
employees have experienced workplace in- following?

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juries. Which of the following indicators is A. Laziness
reflected through this?
B. Retirement
A. Corporate culture
C. Disability
B. Accidents
D. Death
C. Level of disputation
D. Staff turnover 807. All the employees are not considered as
candidates in promotion
803. A list of the knowledge, skills and abili- A. Open promotion
ties needed to perform a particular job is
B. Close promotion
known as:
A. the job standards 808. Determining the sources of funds needed,
allocating existing financial resources for
B. a job description.
all company activities or preparing expen-
C. the human requirements. diture budgets, and supervising the use
D. a position analysis. and utilization of finances, are steps taken
by management
E. a job specification.
A. Personnel
804. The basic functions of the management
B. Production
process include all of the following EXCEPT
C. Finance
A. planning D. Marketing
B. organizing E. Administration
C. outsourcing 809. What does the total rewards functional
D. leading area of HR management include?
Explanation:Explanation:C) The five basic A. Compensation, benefits, recognition,
functions of the management process in- work life effectiveness
clude planning, organizing, staffing, lead-
B. Training, development, career plan-
ing, and controlling. Outsourcing jobs may
ning
be an aspect of human resources, but it is
not one of the primary management func- C. Performance appraisal, improvement,
tions. intervention
D. Employee safety, security, workers
805. What is the objective of Training? compensation
A. To meet the expectation of the owners
of the company 810. Choose generation that focus on work life
balance.
B. To meet the demands of the client
A. Gen Y
C. To meet the future need of an em-
ployee B. Gen x
D. To meet the present need of an em- C. Traditional Generation
ployee D. Baby Boomers

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1.1 HUMAN RESOURCE MANAGEMENT 90

811. . When was the government of India for- B. To enhance the HR department’s pro-
mulated an All India Scheme for Workers fessionalism
education? C. To increase the production output
A. 1957 D. To reduce the employee turnover
B. 1918
816. The first economist who regarded human
C. 1931 as capital was
D. 1975 A. Schultz

NARAYAN CHANGDER
812. The function of human resource manage- B. Aquinas
ment has been increased in the last 50 C. Adam Smith
years. Most of these changes include:
D. Liszt
A. introduction of legislation to protect
workers and their rights 817. HR dashboard-HR metrics such as produc-
tivity and absenteeism that are accessible
B. changes in economic and social envi-
by employees and managers through com-
ronment
pany intranet, etc
C. the growth in the size of organization
A. True
D. to make sure the workers is eating
B. False
healthy
818. The glass ceiling represents practical
813. HR department will check other depart-
barriers to entry-level employment for
ments and the organization as a whole to
women and minorities.
ensure all HR policies are being carried out
in accordance with the company HR policy. A. True
A. Executive Role B. False
B. Service Role 819. The following are benefits of training EX-
C. Audit Role CEPT
D. Facilitator Role A. Increases employee’s productivity
B. Keep employees knowledge and skills
814. When the firms adopt a strategy of limit- up-to-date
ing recruitment to the nationalities of the
host country where the branch is located, C. Help attract and retain talented em-
it is called ployees
A. polycentric approach D. Decreases employees’ job satisfaction
B. geocentric approach 820. Motivation is derived from the Latin
C. ethnocentric approach word, “movere” which literally means
movement.
D. None of the above
A. True
815. What is the purpose of the HRM audit in B. False
relation to the HR department’s image?
A. To improve the company’s brand recog- 821. Below are two features of the Soft HRM:
nition A. Liitle empowerment and delegation.

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1.1 HUMAN RESOURCE MANAGEMENT 91

B. Job enrichment and satisfaction. 827. The core of this nominal construction is
C. Emphasises on the financial methods

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of motivation.
D. Intensive two way communication.

822. VirtualCorp encourages its employees to

eat properly and to exercise. To promote A. human
these goals, VirtualCorp offers healthy B. resource
cooking classes and discounted member-
C. systems
ships to area fitness centers. This is an
example of a wellness program. D. none of above
A. True 828. Determining clear goals, division of work,
B. False delegation of authority, unity of command,
range of power are the principles of
823. Employment interviews can serve as a A. Directing
public relations tool for employers
B. Planning
A. True
C. Actuating
B. False D. Organizing
824. the vital aspect of HRM because the per- E. Controlling
formance of an individual in an organiza-
tion is largely driven by the work atmo- 829. Who is the Father of HRM?
sphere or work culture that prevails at the A. George Elton Mayo
workplace. B. Robert Owen
A. Performance Appraisals
830. Marlowe, a manager for an American
B. Maintaining Work Atmosphere company, has just been transferred to the
C. Managing Disputes office in India. Repatriation is part of the
training Marlowe will receive in prepara-
D. Develop Public Relations tion for that assignment.
825. A simulation is a training method that A. True
represents a real-life situation B. False
A. True
831. The process of collecting and analyzing in-
B. False formation to determinethetrainingrequire-
mentsthat would enable atarget groupof
826. All of the following are resources an en- employees to meet orexceed the perfor-
trepreneur can use for recruiting EXCEPT mancerequirements of their roles within
A. in-store advertising the organization is called a
B. classified advertisements A. job organization
C. employment agencies B. job description

D. all of the above can be used as recruit- C. needs assessment

ing resources D. job evaluation

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1.1 HUMAN RESOURCE MANAGEMENT 92

832. Maya, Michael, and Abigail are working C. *Financial incentives Opportunities
in a company. Which of the following is for achievement*Recognition*Opportunities
a form of protection provided to them in to hold positions of responsibil-
their workplace? ity*Opportunities for advancement (pro-
A. Bonus incentives motion)*The work itself ( taking pleasure
in the job)
B. Health and safety regulations
D. none of above
C. Job rotation

NARAYAN CHANGDER
D. Flexible work hours tags130.142 836. Sample interview question:“What was
the biggest difference of opinion you ever
833. The newly hired employee comes in with had with a co-worker? How did you
his own values, attitudes and expections. resolve this situation?”. This question
The stage of the orientation process is above is a type of
A. orientation
A. Situational interview
B. socialization
B. Panel interview
C. prearrival
C. Unstructured interview
D. encounter
D. Behavioral interview
834. How can organizations measure the ef-
fectiveness of their recruitment and selec- 837. Which of the following would NOT be a
tion processes? good health and safety practice?
A. By tracking key metrics such as time A. Using liquid near the computer
to fill a position, cost per hire, retention
rates, and performance of new hires. B. Removing cords from across the walk-
way
B. By conducting a survey of current em-
ployees’ favorite recruitment techniques C. Having proper ventilation
C. By measuring the number of office D. Proper disposal of waste
plants purchased during the recruitment
period 838. .... involves hiring from outside the orga-
D. By asking candidates to solve complex nization
math problems during the interview pro- A. outsourcing
cess
B. external recruitment
835. Employee expectations include: C. exduction
A. *The nature of the work*Remuneration
D. redeployment
(pay)*The way the work is super-
vised*The quality of relationships with
839. Majority of the disputes in industries are
colleagues*The existence of career de-
related to the problem of
velopment pathways*A balance between
work and life A. Wages
B. *Fairly treated (ethical management) B. Salaries
*Steady employment*Good conditions of
C. Benefits
employment (e.g. pay and leave)*Positive
work environment *A safe workplace D. All the above

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1.1 HUMAN RESOURCE MANAGEMENT 93

840. It is an environment where political sta- A. interview

bility, expression of ideas and opportuni- B. orientation
ties for innovation are curtailed or want-

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C. team building
ing like in Spanish occupation and martial
law period. D. employee training
A. Political environment 845. PF act is applicable to an establishment
B. Economic environment engaged in any industry specified in

C. Educational environment A. Schedule II

B. Hazardous Industries List
D. None of the above
C. Schedule IX
841. Maurice is developing an MBO plan to re- D. Schedule I
view with his boss next week. One of the
objectives is “Get better evaluations from 846. Action plan-a document summarizing
customer service.” Evaluate this item. what the trainee and manager will do to
A. The boss is the person to set objec- ensure that training transfers to the job
tives for MBO. A. True
B. The objective should express a charac- B. False
ter trait, not an outcome. 847. is the on the training.
C. The objective should be more specific. A. Coaching
D. The objective is too specific. B. Workshop
E. There are no objectives like this in an C. Audio visual
MBO.
D. Case studies
842. In a(n) shop, the worker does not 848. The first task in the HR management ac-
have to join the union but must pay dues tivity of staffing is
to cover union expenses.
A. recruiting.
A. Union
B. screening and selecting applicants.
B. Agency
C. determining need.
C. Open D. determining job descriptions.
D. Closed
849. There is always conflict when there are
843. What is a financial reward for employ- two or more people in an organization.
ment service in addition to a regular wage A. True
or salary?
B. False
A. bonus
850. is the process of choosing the most
B. benefits suitable candidate for the position in the
C. profit sharing organisation.
D. commission A. Recruitment
B. Training
844. The process for new employees to get fa-
miliar with their job environment. This is C. Selection
best described about D. Retention

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1.1 HUMAN RESOURCE MANAGEMENT 94

851. Theory of discrimination based on facially 856. What is the scope of Human Resource
neutral employment practices that dispro- Management?
portionately exclude a protected group A. Human resource planning, job analy-
from employment opportunity sis, recruitment and selection
A. Disparate impact B. Maintaining a healthy workforce, com-
B. Disparate Treatment pensation and benefits
C. Reasonable accommodation C. Training and development, perfor-
mance evaluation

NARAYAN CHANGDER
D. Plaintiff’s Rebuttal
D. All of the above
852. When a company “screens” job appli-
cants, people who are not right for the 857. Which of the following is the correct ab-
job are removed from consideration for the breviation of HRM?
job. A. Human Resource Management
A. true B. Human Resourcefulness Management
B. false C. Human Relation Management
D. Humanistic Relation Management
853. An organizational chart shows the com-
pany’s chain of command, which indicates 858. The movement to a higher level or posi-
A. who has been working at the company tion is referred to as?
the longest A. Demotion
B. the physical layout of a store or busi- B. Transfer
ness C. Promotion
C. who reports to whom in the company D. Termination
D. the salaries of all company employees
859. Which of the following is NOT one of the
854. A manager who assists and advises line Five Types of Power?
managers. A. Legitimate
A. Line Manager B. Punishment
B. Operations Manager C. Deferential
C. Staff Manager D. Referent
D. Financial Manager 860. A project manager had a complex prob-
lem to solve and facilitated a team deci-
855. What are wages?
sion about what needed to be done. A
A. Wages are the reward that employees few months later, the problem resurfaced.
get for doing their job, counted by the What did the project manager most likely
hour. not do?
B. Wages are the reward that employees A. Perform proper risk analysis
get from the government
B. Confirm the decision solved the prob-
C. Wages are the reward that employees lem
get from the employers every month C. Have the project sponsor validate the
D. Wages are a yearly bonus decision

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1.1 HUMAN RESOURCE MANAGEMENT 95

D. Use an Ishikawa diagram Resource Managers identify future human

resource forecasts?
861. Discuss the impact of employee turnover

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on an organization. A. Forecasting Human Source deals
A. Employee turnover has no impact on an B. Forecasting Human Resource demand
organization
C. None of the above answers.
B. Employee turnover can lead to de-
creased productivity, increased costs for D. none of above
hiring and training new employees, loss
of institutional knowledge, and decreased 866. It is when a company buys and absorbs
morale among remaining employees. two or more entities under their manage-
ment style.
C. Employee turnover leads to increased
productivity and cost savings A. Human Resource Management
D. Employee turnover results in higher B. Acquisition
morale among remaining employees C. Merger
862. In this type of job training, employees D. none of above
receive regular feedback and instruction
from their manager. 867. A lack of skills among an organisation’s
A. coaching internal supply of human resources is
known as a skills shortage.
B. on-the-job training
C. shadowing A. True

D. mentoring B. False

863. The Employment Act 1955, fall under the 868. He set the stage for the study of hu-
A. Ministry of Human Resources man capital. Although he does not use the
phrase human capital, he identifies the ac-
B. Employees Provident Fund
quired and useful abilities of individuals as
C. National Institute of Occupational a fundamental source of wealth and eco-
Safety and Health nomic progress of a country.
D. Ministry of Health A. Frederick Taylor
864. Which method of performance appraisal B. Adam Smith
requires managers to place a certain per-
centage of employees into various perfor- C. Elton Mayo
mance categories? D. none of above
A. Forced distribution method
869. In a arrangement two part-time em-
B. Checklist method ployees fill one full-time job.
C. Percent method
A. job enlargement
D. Forced-choice method
B. multitasking
865. XYZ Company Sdn. Bhd. has experi-
C. job sharing
enced high demand for products and ser-
vices from its customers. How do Human D. split shift

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1.1 HUMAN RESOURCE MANAGEMENT 96

870. Separation is A. An evaluation of an employee’s entire

poor performance over a certain period of
A. A difficult thing to deal with
time.
B. The social distancing of two molecules
B. An evaluation of an employee’s work
C. Leaving a company for a specific rea- performance over a certain period of time.
son
C. An evaluation of an employee’s family
D. Leaving a company for any reason life.

NARAYAN CHANGDER
871. What does the employee need to en- D. An evaluation of an employee’s well be-
counter throughout the liquefied natural ing over a certain period of time.
gas project? 876. is a compensation arrangement in
A. Well being concerns which employees are paid a portion of the
company’s profits.
B. Salary
A. supervisors
C. Relationship with the manager
B. salaries
D. Bonus system
C. wages
872. Which of the following would not be in- D. Profit sharing
cluded in a job offer?
A. job analysis 877. Breaking rules might lead to an employee
being fired or
B. starting salary
A. downsized
C. terms of employement
B. terminated
D. benefits package
C. laid off
873. The objective of critical incident approach D. praised
is
878. Oakley, a manager at OpTech, wants
A. to identify the critical tasks of a job
to explain the business needs to the em-
B. analysing the middle and top-level ployees who don’t have a good sense of
managers. the big-picture view of the organization’s
C. to describe their daily activities in their goals. One of the best ways for Oakley
daily log book. to do this is to show them the gap be-
tween the organization’s current perfor-
D. a. structured job analysis question- mance and capabilities and where it needs
naire that contains different items to be in the future.
874. Medical, insurance and uniform is re- A. True
wards that are included in non-financial B. False
compensation.
879. Which of the following is NOT one of the
A. True
four steps in selecting the right candidate
B. False for the job?

875. Employee Performance Appraisal is A. compensation

what? B. interview

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1.1 HUMAN RESOURCE MANAGEMENT 97

C. application 885. an applicant faces several interviewers

D. testing who take turns in asking questions

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A. structured interview
880. A team development stage which in-
volves the break-up of the team after B. experience-based interview
it successfully reaches its goals and com- C. panel interview
pletes the work.
D. unstructured interview
A. Performing
B. Adjourning 886. Dipu is paid by the hour. What does his
take home pay depend on?
C. Norming
A. How much time he has worked
D. Storming
B. How much output he has made
881. To polish your skills further company of-
fer to enroll employee into an advance C. How many items he has sold
course in a reputed foreign university.Its D. none of above
an example of which function?
A. *Integration 887. What is a key factor in maintaining a high
level of employee engagement?
B. *Development
A. Decreasing employee benefits
C. Maintenance
B. Increasing workload
D. Compensation
C. Providing opportunities for career ad-
882. For creating better work life balance, vancement
what should be avoided?
D. Limiting feedback tags130.110
A. Time allocation
B. Globalization 888. What is the type of interview which lists
the questions ahead of time?
C. Outsource work
A. unstructured interview
D. Prioritizing work
B. situational interview
883. The Family Medical Leave Act of 1993
makes it possible for both men and women C. behavioral interview
to take leave in the event of a birth or D. structured interview
adoption of a child.
A. True 889. The transfering of work from a spe-
cific area of the company ( e.g. account-
B. False ing, manufacturing) to an outside supplier,
884. Job Analysis is which can be done to a company that is
located in the home country or anywhere
A. process of attracting group of appli- else is called
cants
A. Offshoring
B. choosing the most suitable candidates
for the job B. Outsourcing
C. technique of studying a job C. Globalization
D. verifying the information D. none of above

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1.1 HUMAN RESOURCE MANAGEMENT 98

890. What are the ways to make an inter- 895. What is/are the different offsite devel-
view successful?i-Structure the interview opment intervention?
to decrease its validityii-Carefully choose A. Simulation
what sorts of traits are to be assessediii-
Beware of committing interviewing errors B. Team Building

A. i & ii C. Formal Education

B. ii & iii D. Expansion of the business

NARAYAN CHANGDER
C. i & iii 896. Which of the following is NOT a factor
that can distort performance appraisals?
D. i, ii & iii
A. Leniency error
891. Pick the OPERATIVE FUNCTIONS B. Central tendency
A. *Directing*Organizing C. Efficiency bias
B. *Compensation*Development D. Similarity error
C. *Co-ordination Control E. Halo error
D. *Procurement
897. WHO stands for
E. *Integration Maintenance A. World Health Organizer
892. What are the characteristics of bureau- B. World Healthy Organization
cratic organizations according to Weber? C. World Health Organization
A. Aturan dan prosedur formal D. Worldwide Healthy Organization
B. Clear division of work
898. What is the goal of strategic manage-
C. Justice and equality ment in anorganization?
D. All answers are correct A. To deploy and allocate resources in a
way that gives it a competitive advantage
893. You must treat your employees with re- B. To deploy and allocate resources in
spect and dignity-Quoted by a way that gives it a comparative advan-
A. Dhirubhai Ambani tage.
B. Bill Gates C. To call for and combine resources in a
way that gives it a competitive advantage.
C. Warren Buffett
D. To call for and combine resources in
D. Narayan Murtha a way that gives it a comparative advan-
tage.
894. Which of the following is not effect of ag-
ing population 899. HR responsibilities have shifted from
A. Decreased dependent population operational to strategic responsibilities
which involve formulating and executing
B. Labour immobility organizational strategy.
C. Tend to spend money on healthcare A. True
D. Retain beyond retirement age B. False

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1.1 HUMAN RESOURCE MANAGEMENT 99

900. An ongoing relationship that is developed 904. involves presenting an accurate and
between a senior and junior employee is positive image of the firm to those it is re-
cruiting for jobs.

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A. understudy A. Job imaging
B. classroom B. Recruitment branding
C. role play C. Selective perception

D. mentoring D. Employment affirmation

905. You may find that you are confronted
901. What is human resources management with the following laws regarding labor in
(HRM)? foreign countries:
A. It refers to financial management in a
firm
B. It represents resources that a com-
pany uses
C. It is the process of managing an orga-
nization’s human resources
D. It is the process of managing machine
A. Compulsory fully paid materity leave of
workers
three months or more
902. Planning, Organizing, Motivating, Con- B. Compulsory fully paid vacation of 14 to
trolling, Evaluating are management func- 30 days per year
tions according to C. Compulsory full time appointment of
A. Sondang P. Siagian staff after serving three months as part
time
B. Henry Fayol
D. Compulsory medical and pension ben-
C. M. Gullick efits
D. Harold Koontz E. All the above
E. George R. Terry
906. Which function tells the growth of em-
903. Advantages Reduces distortion of infor- ployee
mation Provides first-hand information A. grievance
Disadvantages Difficulty in capturing en- B. Compensation Management
tire job cycle Time consuming Of little use
C. Training
if job involves a high level of mental activ-
ity Reactivity response distorts employee D. Perfomance Management
behavior The statement above refers to 907. If you die unexpectedly and you have this
which methods used to collect Job Analy- benefit, a person of your choosing will be
sis information? given the set amount of money.
A. Diaries/Logs A. Disability
B. Observations B. Unemployment
C. Questionnaires C. Life Insurance
D. Interviews D. Retirement

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1.1 HUMAN RESOURCE MANAGEMENT 100

908. Which term refers to teaching several em- 913. Which of the following is a non-financial
ployees in a class? method of motivation? (caution:not moti-
A. on-the-job-training vational action)

B. Group-training
C. human resource management
D. recruitment

NARAYAN CHANGDER
909. Title VII of the Civil Rights Act prohibits
discrimination on the basis of:
A. race
B. religion
C. gender
D. all of the above
A. Creating a good atmosphere in the
910. Which of the following is the first phase team
of HR activities for cross border M&A?
B. Social activity
A. Due diligence phase
C. Consolidation of employees’ self-
B. Pre-M&A phase esteem, by highlighting their positive el-
C. Integration planning phase ements and the importance of the work
they do
D. Implementation and assessment
phase D. Salary promotions based on perfor-
mance
911. Enterprise performance management fo-
cuses on the evaluation of results, which 914. (HRM)
is the performance of the human re- A. Humble resource management
sources strategic compensation function B. Human resource management
that matches ( ).
A. internal growth strategy 915. In role playing, participants respond to
specific problems they may encounter in
B. external growth strategy their jobs by acting out real-world situa-
C. stabilization strategy tions.
D. contraction strategy A. True
B. False
912. The process of determining a training pro-
gram’s content by studying the responsibil- 916. are rewards other than cash, such as
ities and duties a job involves is known as paid time off, insurance, or a retirement
plan, given to employees.
A. organization analysis A. salaries
B. task analysis B. Benefits
C. person analysis C. commissions
D. environment analysis D. policies

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1.1 HUMAN RESOURCE MANAGEMENT 101

917. The process of helping new employees ad- 922. What is/are the purpose/s of Human Re-
just to a company is called source Management?

PRACTICE BOOK» NOT FOR SALE

A. coaching A. To expand the business
B. on-the-job training B. Develop employees’ skills
C. continuing education C. To make happy customers

D. orientation D. Foster a productive workplace culture

923. VACANCIES:FINANCIAL OFFICER-Have a

918. Performance management systems are
Bachelor’s Degree in Finance / Accounting-
used to provide:
Experience at least 3 years in the field of
A. Motivation, maintenance, and quality. work.-Can work under pressure. What is
B. Feedback, development, and documen- meant by the above statement?
tation. A. work description
C. Production and innovation. B. Work Specifications
D. Technology and training. C. Job Analysis
E. Guidelines, guarantees, and goals. D. none of above

924. Who was Abraham Maslow?

919. Training is the heart of a continuous ef-
fort designed to improve employee compe- A. Teacher
tency and organizational performance. B. Philosopher
A. True C. Human Resource Manager
B. False D. Physiologist

920. Situation in which a person cannot find a 925. Analysis of the organizational structure
job. is the vertical and horizontal interconnec-
tions among jobs
A. Assistant
A. Yes
B. Vacant
B. No
C. Unemployment
C. Maybe
D. Chommage
D. I don’t know
921. Assertion (A):Staff morale is only af- 926. The process of collecting and analyzing
fected by external factors. Reason information to determine the training re-
(R):Employees’ personal life has no impact quirements that would enable a target
on their work morale. group of employees to meet or exceed the
A. Both A and R are true, and R is the cor- performance requirements of their roles
rect explanation of A. within the organization is called a?
B. Both A and R are true, but R is not the A. Job organization
correct explanation of A. B. Job description
C. A is true, but R is false. C. Needs assessment
D. A is false, but R is true. D. Job evaluation

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1.1 HUMAN RESOURCE MANAGEMENT 102

927. Merger between companies often cause 933. When HR management executives partic-
Intra-merger HR challange ipate in a company’s long-range planning
A. True efforts, they are taking part in
B. False A. Strategic Management

928. please choose the historical of human re- B. Financial Analysis

source management in Malaysia? C. Marketing
A. industrial revolution

NARAYAN CHANGDER
D. Budgeting
B. historical story
C. human relations approach 934. Tick all the types of training
D. recent development A. Job
929. What is the focus of the HRM audit in B. Safety
relation to the company’s financial perfor-
mance? C. Induction
A. Assessing the impact of HRM on rev- D. Apprenticeship
enue
B. Evaluating the investment portfolio 935. What is the primary purpose of Human
Resource Management?
C. Reviewing the customer acquisition
strategy A. To reduce risk and increase ROI
D. Analyzing the supply chain costs B. To enforce HR policies
930. Students who will work for little or no C. To recruit and hire employees
pay in order to gain experience in a partic-
ular field are called: D. To manage company finances
A. interns
936. With Internet technology, we have the
B. temporary employees capability to connect in real-time with peo-
C. freelancers ple from all over the world using a?
D. contractors A. Corporate meeting
931. Personal Qualities and Skills Required of B. Professional conference
HRM Specialists
C. Skills seminar
A. High ethical standards
D. Webinar
B. Communication skills
C. Integrity 937. Which is a person who can comment on a
D. Ability to bring about change job applicant’s qualifications?
932. As defined in economics, the quantity and A. summary writer
quality of humaneffort directed toward
B. recruiter
producing goods and services
A. YES C. human resource management
B. NO D. reference

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1.1 HUMAN RESOURCE MANAGEMENT 103

938. The following list summarises the steps B. Job Analysis

involved in the recruitment and selec- C. Recruitment
tion process:(i) Draw up a person speci-

PRACTICE BOOK» NOT FOR SALE

fication.(ii) Draw up a shortlist of appli- D. Selection
cants.(iii) Prepare a job advertisement.(iv) 943. Disciplinary procedures deal with not ad-
Draw up a job description.(v) Conduct in- hering to:
terviews.
A. Training courses and scholarships
A. (i) (ii) (iii) (iv) (v)
B. Statutory provisions for employee pro-
B. (i) (iv) (ii) (iii) (v) tection
C. (iv) (i) (iii) (ii) (v) C. Personal guidance and counselling
D. (iv) (i) (ii) (iii) (v) D. Standards of conduct at the work place
939. During an interview session, an en- 944. In a small business, the owner can hire
trepreneur should check as many refer- the ideal person and still have problems.
ences as possible A. True
A. Yes B. False
B. No
945. The project is just starting out. The
940. When was the Workmen’s Compensation project manager has just been hired.
Act introduced?a) 1948b) 1976c) 1923d) Which of the following types of project
1961 management power will best help the
A. 1948 project manager gain the cooperation of
others?
B. 1976
A. Formal
C. 1923
B. Referent
D. 1961
C. Penalty
941. In a geocentric approach, the MNC seeks D. Expert
to try to fill positions with the best candi-
dates, regardless where they come from 946. An employee cannot sue a small business
owner for injury, if the individual accepts

A. True
B. False

942. The step in the staffing process wherein

the manager determines the right number
of people and the required skills for the
job.
A. Human Resource Planning A. unemployment compensation

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1.1 HUMAN RESOURCE MANAGEMENT 104

B. workers’ compensation 953. Assertion (A):All staff promotions

C. social security should be based on seniority. Reason
(R):Seniority ensures fairness and equality
D. employment compensation in promotions.
947. The following are information includes in A. Both A and R are true, and R is the cor-
skills inventory systems EXCEPT rect explanation of A.

A. working experience B. Both A and R are true, but R is not the

correct explanation of A.

NARAYAN CHANGDER
B. employee’s background
C. A is true, but R is false.
C. employee’s attendance
D. A is false, but R is true.
D. training record
954. is the process of evaluating how ef-
948. Why Skill Variety fectively employees are fulfilling their job
A. Stimulate growth and satisfaction responsibilities and contributing to the ac-
complishment of organizational goals.
B. Maintain strict compliance
A. Recruitment and Selection
C. Maintain productivity
B. Training and development
D. Increase turnover
C. Labor Relations
949. Which of the following is defined as ad- D. Performance Evaluation
vising or training a new company?
955. involves using statistical techniques,
A. Networking algorithms, and problem-solving to iden-
B. Collaborating tify relationships among data for the pur-
pose of solving particular problems.
C. Mentoring
A. Data analytics
D. Job analysis
B. Social media
950. True or False? When business strategy C. Cloud computing
changes, compensation strategy should
change? D. Gaming

A. True 956. Noah is a manager at a local store. His

B. False management style is often described as
Theory X. What does this mean?
951. WHAT IS HRM A. He uses his authoritative position,
A. HUMAN RESOURCE MANAGEMENT fear, and controlling powers to get Avery
and Nora to complete their tasks
B. HUMAN MENTAL MEASURES
B. He lets everyone, including Avery and
C. HUMAN RESOURCES MANAGE Nora, have a say in decisions
D. HAPPY RUKE MANAGER C. He tries to make work fun for Avery
and Nora so they enjoy their job
952. The scope of HR extends to procurement.
D. He makes sure Avery and Nora
A. True know their place and clock in on time
B. False tags130.110

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1.1 HUMAN RESOURCE MANAGEMENT 105

957. What is the role of HR in workforce plan- D. listening to feedback relating to any
ning? proposed changed and considering care-
fully any negative points raised

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A. To conduct market research for the or-
ganization 962. An agreement between the worker and
B. To manage the supply chain of the com- the entrepreneur orally and or in writing,
pany either for a certain time or for an indefinite
C. To identify the number of workers and period of time which contains the terms of
types of skills needed in the organization work, rights, and obligations referred to
as?
D. To forecast the weather conditions for
the organization A. Employment Contract
B. Labor turnover
958. Who laid the foundation of HRM prac-
tice? C. Training
A. Peter Drucker D. Selection
B. Elton Mayo 963. An HR manager listens to and records an
C. Henry fayol employee grievance.
D. Frederick Winslow Taylor A. Staffing
B. Compensation and Benefits
959. Which of the following is an example of
a producer? C. Training and Development
A. Cotton mill D. Compliance
B. Juice factory E. Employee Relations
C. Mine 964. What is a theory that describes the needs
D. Landscape company of humans?
A. Civil Rights Act 1964
960. True or False:The key reason why em-
ployees perform poorly after the appraisal B. Maslow’s Hierarchy of Needs
review is because they react negatively to C. Individual Contribution
the review?
D. Classical
A. True
965. The process of providing opportuni-
B. False
ties for workers to acquire employment-
961. what is the role of human resource de- related skills and knowledge
partment? A. Appraisal
A. preparing and disseminating informa- B. Mentoring
tion in advance of the change
C. Redundancies
B. holding formal discussion and consul-
tations with trade unions and other em- D. Training
ployee leader prior to the change 966. A training program for new employees
C. monitoring the effectiveness of the should begin as soon as they are hired;
change and reporting to senior manage- training should end when the employee
ment has learned how things are done.

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1.1 HUMAN RESOURCE MANAGEMENT 106

A. true 972. BONUS:What percentage of the total dis-

B. false tribution is 3 sigma from the mean equal
to?
967. Human resource manager is the paragon A. 68.25%
of disorderly and seamless organization.
B. 95.46%
A. True
C. 99.73%
B. False
D. 99.99966%

NARAYAN CHANGDER
968. How does globalization impact Human
Resource Management (HRM) in a multi- 973. Which of the following statements is a
national company today? potential a negative of flex time plans?

A. It emphasizes local hiring practices A. It causes traffic congestion

over global adaptability. B. It can make communication among em-
B. It requires the HR department to focus ployees more difficult
solely on national boundaries. C. The employees resent being required
C. It demands a diverse workforce with to come to work early or stay late
cultural adaptability. D. Workers tend to be less productive
D. It reduces the need for language and
974. What combination of factors will help
cultural knowledge among employees.
your employees do their best work?
969. Who developed the Hierarchy of Needs A. Motivation; Training; Relationship
theory during the Human relations era?
B. Motivation; Planning; Training
A. Frederick Taylor
C. Motivation; Relationship; Supervision
B. Abraham Maslow
D. none of above
C. Douglas McGregor
D. Elton Mayo 975. movement to a higher level or position
A. demotion
970. Programmed instruction is also referred
to as B. promotion

A. mentoring C. transfer

B. self-paced learning. D. termination

C. simulation 976. What is the main focus of business-level

D. observational learning strategy?
A. Determining the overall direction and
971. Monetary payments that are subject to philosophy of the corporation.
SOCSO contribution are
B. Making strategic choices to achieve
A. Salaries sustainable competitive advantage.
B. Overtime payments C. Maximizing resource productivity
C. Commissions within the business unit.
D. Wages for maternity leave, study D. Establishing investment priorities and
leave, half-day leave steering corporate resources.

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1.1 HUMAN RESOURCE MANAGEMENT 107

977. is the Auditing of daily processes B. The process of selecting suitable can-
like compensation and benefits adminis- didates from a pool of applicants for a va-
tration, performance management, and cant position.

PRACTICE BOOK» NOT FOR SALE

safety practices. C. The process of attracting suitable can-
A. Functional Audit didates/individuals to apply for vacancies
B. Operational Audit in an organization.

C. Strategic Audit D. none of above

D. Compliance Audit 982. Human resources management is not rel-

evant to small business organizations.
978. Sloan is not looking for a new job but
could be persuaded to take one if the right A. True
opportunity came along. Sloan would be B. False
considered a passive jobseeker
983. isabout how members of the HR func-
A. True
tion should adopt a strategic approach on
B. False a day-to-day basis.
979. Jackie participated in a six-month train- A. International HRM
ing program. Over the course of the B. Strategic human resource manage-
training, there were periods of time with ment
no progress. On one occasion, this was
clearly attributable to reduced motivation C. HR Functions
on Jackie’s part. Another time Jackie D. Strategies of International involve-
became discouraged by low task perfor- ment
mance. These periods of time within the
program are called 984. What is the use of performance manage-
ment system
A. learning blocks
A. For improving the facade of the com-
B. lapses
pany
C. plateaus
B. To determine the machines to be used
D. learning gaps
C. To expand the business
980. Which term refers to learning a new job D. An administrative tool management-
by doing it? performance appraisal used for decision
A. orientation for salary adjustment, promotion, reten-
tion, termination, lay off and recognition
B. job shadowing
C. reference 985. concerned with the obtaining of the
proper kind and number of personnel nec-
D. on-the-job training.
essary to accomplish organizational goals
981. APAKAH YANG ANDA FAHAM TENTANG A. Procurement of Personnel
PROSES “PEMILIHAN”?
B. Development of Personnel
A. Job review techniques to identify the
skills, knowledge, experience and other C. Compensation to Personnel
requirements needed to perform the job D. Maintaining Good Industrial Relation

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1.1 HUMAN RESOURCE MANAGEMENT 108

986. Below are the impact of information tech- D. the manager’s personal or emotional
nology on the operations of organization maturity
EXCEPT E. a lack of technical competence
A. Increasing productivity
991. One disadvantage of peer evaluations is
B. Reduce manpower the belief that they contain more biases
C. Providing access in remote areas and furnish less valid information than ap-
praisals by superiors.
D. Institutionalizing organization memory

NARAYAN CHANGDER
A. True
987. Which of the following is NOT one of the B. False
main activities for a human resource man-
ager? 992. It is the process of identifying the need
of a new employee, defining the job to be
A. recruiting and selecting employees filled and the type of person needed to fill
B. training and developing employees it, attracting suitable candidates for the
job and selecting the best one.
C. coordinating marketing and produc-
tion activities A. Termination
D. performance planning and evaluation B. Appraisal
C. Training
988. Which of the forecasting technique is the
D. Recruitment
fastest?
A. Work study technique 993. What is a management control tool that
helps determine whether the objectives for
B. Flow models a particular job are being met?
C. Ratio trend analysis A. performance evaluation
D. HR demand Forecast B. job description
C. chain of command
989. Job analysis is the process of gathering
information about a particular job. The in- D. bonus
formation includes the job activities, du-
994. Hollis is responsible for performing job
ties, responsibilities, scope, work environ-
evaluations. To do so, Hollis considers the
ment, behaviours and characteristics of a
knowledge, mental activity, and account-
person that can effectively perform the
ability required by the position. Hollis is
job.
using the Hay profile method
A. True A. True
B. False B. False
990. What are the 3 main reasons why U.S. 995. “Human resource management” involves
expatriates failed? the elements of
A. the manager’s inability to adjust A. planning, organizing, and controlling
B. other family-related reasons B. leading, directing and coordinating
C. the inability of an expatriate’s spouse C. procurement, development, integra-
to adapt the inability of the employee to tion and maintenance
adjust D. All of the above

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1.1 HUMAN RESOURCE MANAGEMENT 109

996. In traditional focus, providing opportuni- of the following is the best representation
ties for learning is the part of of the process:
A. performance planning → employee in-

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A. .... training and development
B. .... performance appraisal put → ongoing feedback → performance
evaluation → performance review
C. .... recruitment and placement
B. performance planning → ongoing
D. ....Human resource planning feedback → employee input → perfor-
mance evaluation → performance review
997. Which of the following is the the disad-
vantages of structured interview C. performance planning → perfor-
mance evaluation → ongoing feedback
A. Structured interview always provide
→ employee input → performance re-
the opportunity to follow up points of in-
view
terest
D. none of the above
B. Structured interviews are more reli-
able and valid 1002. On-boarding is associated with
C. Structured interview can help new in-
terviewer to conduct better interview
D. Structured interview increases consis-
tency across candidates

998. Security is the feeling of not being disturb

A. True A. Career Planning
B. False B. Induction
C. Not sure C. Relocation assistance
D. Does not have a cute D. formal training
999. Which of the following is NOT a task of 1003. Category of workers that includes part-
a Human Resource Manager: time and temporary workers, seasonal
A. Health, safety and employee welfare workers, independent contractors, interns
and co-op students.
B. Recruitment and selection
A. Full-Time Employees
C. Performance appraisal
B. Wage Employees
D. Budgeting and cash flow
C. Contingent Workers
1000. Darcy is vested in the pension plan at
D. Wage Workers
Sky Systems. In order to receive the ben-
efits, Darcy must be employed by Virtual- 1004. What is the name of the International
Corp at the time of retirement Labor Organization?
A. True
B. False

1001. Performance appraisal is part of a larger

performance management process. Which

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1.1 HUMAN RESOURCE MANAGEMENT 110

A. WTO A. Recruitment
B. ILO B. Human Resource Planning
C. like this C. Human Capital Management
D. WHO D. Human Resource Management

1005. What must a manager establish to en- 1009. What is the main focus of Human Re-
sure a more favorable outcome when ask- source Strategy and Planning?
ing an employee to compete a task? A. Product development

NARAYAN CHANGDER
A. Planning B. Managing current and future needs to
achieve organizational goals
B. Better skills
C. Attracting customers
C. Self-actualization
D. Financial management
D. Trust
1010. What is a benefit of an effective recruit-
1006. What is the main factor that influenced ment & selection process?
the transition from traditional to modern
A. Increased profit
human resource management?
B. Staff retention
A. Social changes
C. Extra training
B. Technological advancements
D. Styles of management
C. Globalization
D. Environmental sustainability 1011. HRM includes the following main func-
tional groups:
1007. What is meant by bureaucracy as a form A. Pre-recruitment activities
of organization?
B. Job advancement
A. Inefficient and inflexible organiza-
C. Performance evaluation
tional form
D. Recruitment activities
B. A very efficient and flexible form of or-
ganization E. Post-recruitment activities

C. A form of organization that does not 1012. Which of the following is a benefit for
have rules and procedures an employee of appropriate job design?
D. A form of organization that does not
have a hierarchical structure

1008. The process of forecasting an organiza-

tions future demand for, and supply of, the
right type of people in the right number is
called

A. Increased job satisfaction

B. Increased productivity
C. Reduced costs and waste
D. Increased team work

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1.1 HUMAN RESOURCE MANAGEMENT 111

1013. These roles of HR based on Ulrich’s

Model when done well give an organiza-
B.
tion a great strategic advantage except:

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A. As a strategic partner
B. As an administrative expert
C. As a change agent C.
D. None of the above

1014. is a method to increase employee

productivity by making changes to the
D.
way tasks get done.
A. Organizational restructuring
B. Benchmarking 1018. The terms “training” and “develop-
ment”
C. Onboarding
A. mean the same thing
D. Redesigning work B. both refer to short-term skill develop-
ment efforts.
1015. Which of the following best describes
the design of individual incentive plans? C. refer to a short-term performance ori-
entation versus a longer-term broadening
A. Motivation of skills, respectively.
B. Comprehensiveness D. refer to the skills developed in lower-
C. Flexibility level versus managerial employees, re-
spectively.
D. Consistency
1019. It means getting things done through
1016. Top 10 qualities employers seek in job people.
candidate A. Manager
A. Communication skills (written & ver- B. Management
bal) C. Skills
B. Honesty/Integrity D. Human Resource
C. Interpersonal skills 1020. The term used for appraisal on an on-
D. Motivation going basis to enable an employee to im-
prove his performance or work practices is
E. Strong work ethic referred to as formative appraisal.
1017. refers to the process of finding, select- A. True
ing and hiring new employees to a com- B. False
pany. Explanation:The term used for appraisal
on an ongoing basis to enable an em-
ployee to improve his performance or
A.
work practices is referred to as formative
appraisal.

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1.1 HUMAN RESOURCE MANAGEMENT 112

1021. is the process of allocating tasks 1026. A formal interview with an employee
among its members for achieving organi- who is leaving the small business to deter-
zational objectives mine his or her attitudes about the busi-
A. Organizing ness and suggestions for improvement.
A. Layoff
B. directing
B. Exit Interview
C. staffing
C. Employee Turnover
D. controlling

NARAYAN CHANGDER
D. Discharge
1022. HR supports the workforce by identify-
1027. What are the characteristics of a bureau-
ing and implementing technology and other
cratic organization according to Weber?
tools that help employees collaborate, get
information, and communicate with one an- A. Organizations that do not have rules
other. and procedures
A. TRUE B. Organizations that have a flexible hier-
archical structure
B. FALSE
C. Organizations that do not have a hier-
1023. Definition of competencies is referring archical structure
to elements like D. An organization that has clear rules
A. Knowledge and skills and procedures
B. Job performance 1028. This qualitative approach avails of the
C. Time management opinion of department managers on their
future staffing needs.
D. Attitudes
A. Statistical approach
1024. Lauren is an HR manager at a market- B. Judgmental approach
ing firm. Which of the following functions
C. Both statistical and judgmental ap-
is LEAST likely to be an aspect of Lauren’s
proaches
job?
D. None of the above
A. employee and labor relations
B. staffing 1029. Tick all the operative functions of HRM.
A. Procurement function
C. product testing
B. Organising functions
D. employee safety
C. Development function
1025. The alignment of HRM and future busi- D. Compensation function
ness planning requires that the HR deci-
sions are based on appropriate and 1030. Which aspects are failure to comply
data. with legislation in this area can mean em-
ployers facing unwelcome publicity and po-
A. relevant
tentially large payouts as a result of em-
B. factual ployment tribunal decisions?
C. descriptive A. Ethical aspects
D. raw B. Business aspects

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1.1 HUMAN RESOURCE MANAGEMENT 113

C. Legal aspects 1035. Being removed or ‘sacked’ from a job

D. All above are correct due to incompetence, (gross) misconduct
or breach of discipline

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1031. Joint venture in international business A. Redundancy
is a foreign branch owned partly by the B. Dismissal
home office and partly by an entity in the
host country (a company, a consortium of C. Delegation
firms, an individual, or the government). D. Absenteeism
A. True 1036. What does turnover rate means?
B. False A. Measuring how many employees stay
with the company.
1032. Human resource management (HRM) is B. Measuring how many employees come
the practice of recruiting, hiring, deploy- in and go out of the company.
ing/moving and managing an organiza-
tion’s employees. C. Measuring how much money company
have spent with each employee.
A. True
D. Measuring how long employees stay
B. False with the company.

1033. Which of the following includes five 1037. A(n) serves as a “snap shot” of the
basic functions-planning, organizing, position the employee will befilling.
staffing, leading, and controlling? A. Needs assessment
A. A job analysis B. Recruitment policy
B. Strategic management C. Job description
C. The management process D. Employment agency

D. Adaptability screening 1038. Effective measures to reduce work

Explanation:Explanation:C) The man- stress include:
agement process includes five basic A. Ignore feelings of stress
functions-planning, organizing, staffing, B. Provide less vacation time
leading, and controlling. Strategic man-
agement refers to the process of iden- C. Establish clear boundaries between
tifying and executing the organization’s personal and professional life
mission by matching its capabilities with D. Increase working hours
the demands of its environment.
1039. Who was the speaker yesterday who
1034. Which is an HRM process that starts discussed the definition of HRM?
from initial screening and ends with a deci-
sion about who will be accepted for a par-
ticular job. Is
A. Selection A.
B. The sex
C. Withdrawal
D. Fish farming

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1.1 HUMAN RESOURCE MANAGEMENT 114

B. Off-the-job training
C. Orientation
D. none of above
B.
1043. Which of the following is not stipulated
in the Employment Law of Malaysia?
A. Rest days
B. Permissible work hours

NARAYAN CHANGDER
C. Employment of foreign workers
D. Employee’s right to a polygamous mar-
C. riage
1044. Which is not the benefits of employee
retention?
A. Company saves cost for career devel-
opment program.
B. Company saves time for of recruitment
D. and selection.
C. Employee has negative attitude to-
wards company.
D. Employee can adjust better with the
1040. This method is used to pressurise unions company’s policies and guidelines.
to agree to settle the dispute.
1045. What is Selection?
A. Negotiations
A. The process of defining the way work
B. Changes of contract will be performed and the tasks that a
C. Lock-outs given job requires
D. Threats of redundancies B. The process by which theorganiza-
tion attempts toidentify applicants with-
1041. Recruitment is the necessaryknowledge, skills, abilities,
that willhelp the organizationachieve
A. The process of looking for the abso-
its goals
lute best applicant despite their horrible
record. C. The process of getting detailed infor-
mation about jobs
B. The process of developing an em-
ployee’s performance. D. A planned effort toenable employees
tolearn job-relatedknowledge, skills, and-
C. The process of looking for and attract-
behavior
ing qualified applicants to fill a job.
D. The process of rewarding employees. 1046. Strategic HR is more reactive rather
than proactive with other functional areas.
1042. Introduces the organization’s history,
key staff, and the location of key facilities.
Also called induction training.
A. On-the-job training

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1.1 HUMAN RESOURCE MANAGEMENT 115

A. True B. It is important for managers to seem

B. False supportive and trustworthy

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C. Managers should be trained to avoid
1047. Which is NOT an aspect of human re- making performance rating errors and fol-
sources management? low steps to make ratings more accurate
A. finding employees D. all of the above are key takeaways
B. selecting employees
1052. After a need for a new employee has
C. evaluating employees been established and a job description has
D. firing employees been written, the small business owner
must recruit job applicants. Sources of job
1048. What is the incorrect statement applicants include:
A. Artificial Intelligence will transform A. College and university placement pro-
the way we work grams.
B. In last few decades there was a ma-
B. Referrals from existing employees.
jor shift from manual work to knowledge
work C. Internet sites such Monster.com,
LinkedIn.com and Indeed.com
C. Managing knowledge workers is differ-
ent from managing manual workers D. All of the above are sources of job ap-
plicants.
D. Demand for technological skills will go
down in future 1053. People who work part-time are not in-
cluded in the calculation of the size of the
1049. Discuss the importance of offering a
labour force.
comprehensive employee benefits package
for attracting and retaining talented em- A. True
ployees. How can a well-designed bene- B. False
fits program contribute to employee satis-
faction and organizational success? 1054. What are the stages in the human re-
source cycle?
A. By providing job analysis
A. Training, development, maintenance
B. By conducting performance appraisals
and selection
C. By offering health insurance
B. Separation, maintenance, training and
D. By conducting salary surveys development
1050. communication does not involve any C. Acquisition, selection, recruitment and
cost. separation
A. Gestural D. Acquisition, development, mainte-
B. Visual nance and separation

1051. Which of the following is not a key 1055. What was the past role of human re-
takeaway from the conversation about source management focused on?
relationship quality and performance ap- A. Transactional activities and compli-
praisal? ance
A. Relationship quality matters-as much B. Strategic contributions to organiza-
or more so than ratings or participation tions

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1.1 HUMAN RESOURCE MANAGEMENT 116

C. Employee safety and health 1061. Human resource is a-asset.

D. Total rewards and benefits A. Tangible

1056. What according to you is a more eco- B. Intangible

nomical process (less expensive)? C. Fixed
A. Recruitment D. Current
B. Selection
1062. Mention the 3 stages in Staffing:

NARAYAN CHANGDER
C. Depends on the Job Profile
A. Recruitment
D. Could be either Recruitment or Selec-
tion B. Selection
C. HR Planning
1057. The primary function of HRP is making
certain that various company departments D. Termination
have sufficient staff to complete all the
work required to meet the organization’s 1063. is the knowledge, skill and capabili-
goal. ties of individualsthat have economic value
to the organisation.
A. True
A. Human capital
B. False
B. External environment
1058. Acquisition of knowledge/skills that
improve an employee’s ability to meet 1064. HR strategies involve which of the fol-
changes in job requirements and in client lowing?
and customer demands
A. Person to organization
A. Development
B. Person to Job
B. Selection
C. Recruitment 1065. Which motivation causes people to par-
ticipate in an activity for their own enjoy-
D. Performance management ment?
1059. A study found that the command of the A. Intrinsic
partner’s language is mainly a requirement
B. Extrinsic
for eastern managers, and significantly
less so for western partners. C. Self
A. True D. Social
B. False
1066. What are the soft skills?
1060. The obligation to accept responsibility A. computer skills
for the outcomes of assigned tasks.
B. knowledge of use of Microsoft Office
A. Accountability
C. marketing skills
B. Unity of Command
D. communication skills, teamwork skills,
C. Employee Empowerment confidence, time management skills, and
D. Organization Chart problem-solving skills

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1.1 HUMAN RESOURCE MANAGEMENT 117

1067. .... is a document that outlines the roles, C. Traditional method is based on per-
tasks and responsibilities of an employee sonal qualities

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A. job analysis D. Traditional method is easier to imple-
B. employment contract ment

C. job description 1072. Which one of these means publicizing

D. appraisal job openings on bulletin boards, electronic
media, and similar outlets by the organiza-
1068. What are the different methods of re- tion?
cruitment used by organizations? A. Employee referrals
A. Hiring friends and family members
B. Job Posting
B. Selling products door-to-door
C. Employment detail
C. Asking customers to apply for open po-
D. Job Opening
sitions
D. Internal recruitment, external recruit- 1073. A check on the skills and qualifications
ment, online job postings, employee re- of all existing workers is known as
ferrals, recruitment agencies, campus re- A. Human Resource Management
cruitment
B. Workforce planning
1069. What is the main disadvantage of off- C. Workforce audit
the-job training for a business?
D. Employees appraisal
A. The trainer may have bad habits that
can be passed onto the trainee 1074. Local knowledge, e.g., of the local labor
B. The trainer will lose some production market, and ‘ownership’ of the HR pro-
time as they are taking some time to teach cesses may be lost. 2. The cost savings
the new employee may not be significant as much new HR
management software, payroll and record
C. It ensures there is some production
keeping could be employed, after appro-
from worker whilst they are training
priate training, in house. 3. The pro-
D. Costs are high cess of outsourcing may give employees
a sense of being controlled, recruited and
1070. Designation, Location and Job related paid by outside agencies. 4. Even exten-
duties are mentioned in the: sive outsourcing of HR functions can never
A. Job Description remove the internal management respon-
B. Job Specification sibility of forming good working relation-
ships with employees-this cannot be dele-
C. Job Evaluation gated to other organisations.
D. Recruitment Letter A. Advantages of Centralization
1071. What is the most criticized point be- B. Limitation of Maslow’s approach
tween traditional performance appraisal C. Limitations of outsourcing HR func-
method and the modern one? tions:
A. Modern method has less techniques D. Factors influencing Organizational Cul-
B. Modern method is cost-saving ture

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1.1 HUMAN RESOURCE MANAGEMENT 118

1075. Which activity is to be followed after re- 1080. Which approach can be used in HRM au-
cruitment dit to compare the company with other di-
A. placement visions or organizations?

B. selection A. Compliance approach

C. induction B. Statistical approach

D. wages and salary C. Management by objectives approach

D. External authority approach

NARAYAN CHANGDER
1076. What is the document that sets out min-
imum wage rates and minimum working 1081. Which of the following is a written
conditions for a specific occupation? statement that describes the activities, re-
A. Reward sponsibilities, working conditions, and su-
pervisory responsibilities of a job?
B. Award
A. Job specification
C. Occupation table
B. Job analysis
D. Employment award
C. Job description
1077. Which role of human resource manage- D. Job context
ment manages most HR activities and Explanation:Explanation:C) A job descrip-
serves as an employee champion? tion is a written list of a job’s duties,
A. Strategic role responsibilities, reporting relationships,
working conditions, and supervisory re-
B. Operational role
sponsibilities, and it is the result of a job
C. Employee advocate role analysis.
D. Administrative role
1082. How can you define teleworking?
1078. Workforce planning involves all the fol- A. Employees are looking for job opportu-
lowing except? nities overseas
A. Organizing the training of staff B. Employees work away from the office
B. Forecasting future personnel require- by using electronic forms of communica-
ments tion
C. Examining production plans in a fac- C. Employees work from home by using
tory electronic forms of communciation
D. Preparing and maintaining personnel D. Employees have the right to choose
records when they work

1079. The presence of a wide range of varia- 1083. What are the links of high productivity
tion in qualities or attributes of people or according to the text?
things is called A. Human resources and capabilities,
A. ethnicity new technology and opportunities, effi-
cient work structure and company policies
B. diversity
B. Recruitment and employment, wage
C. ethics and salary management, benefits admin-
D. discrimination istration

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1.1 HUMAN RESOURCE MANAGEMENT 119

C. Training and development, employee D. Onboarding is only necessary for

service and recreations, community rela- senior-level employees, not for entry-
tions level positions.

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D. Representation allowance, meal al-
lowance, education scholarship 1088. Many firms, recognizing the benefits of
a multigenerational work force, are tak-
1084. If there is a large number of employees ing steps to recruit both older and younger
in the organization, which performance ap- workers.
praisal method should be avoided?
A. True
A. Graphic rating scales
B. Forced distribution method B. False
C. Human Asset Accounting
1089. Factories Act passed in?
D. Paired comparison method
A. 1930
1085. A type of power that is based on a per-
son’s own charisma. B. 1950
A. Coercive power C. 1948
B. Referent power D. 1952
C. Expert power
D. Reward power 1090. What is HRM?

1086. Which statement is correct? A. human resource program

A. Layoffs occur because the company is B. practice of helping members of your
restructuring, and they may be tempo- corparation
rary.
C. Human resource management
B. Firings are permanent removals of em-
ployees because of inadequacy. D. none of above
C. A&B are correct
1091. Steely Percussion Inc, briefly tried to im-
D. A&B are incorrect plement a flextime system only to aban-
1087. Explain the concept of onboarding and don it after a few months. Which of the
its importance in the hiring cycle. following is the most likely reason Steely
would drop its flextime plan?
A. Onboarding is the process of offboard-
ing employees from the organization. A. It caused an increase in traffic conges-
B. Onboarding is the process of integrat- tion
ing a new employee into the organization B. It often made communication among
and its culture. It is important in the hiring employees more difficult
cycle as it helps new employees feel wel-
come, understand their role, and become C. The employees resented being re-
productive more quickly. quired to come to work early or stay late
C. Onboarding is not important in the hir- D. Workers tend to be less productive
ing cycle as it is a waste of time and re- when they have to work longer hours in
sources. a single day

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1.1 HUMAN RESOURCE MANAGEMENT 120

1092. The management theory that states C. Removing a deal with another busi-
that all people can direct their own efforts ness.
is: D. Bringing someone to an end.
A. Theory Y
1098. Which of the following is not a task of
B. Herzberg’s theory a Human Resource Manager:
C. Maslow’s hierarchy A. Health, safety and employee welfare
D. Theory X B. Recruitment and selection

NARAYAN CHANGDER
1093. Traditionally, HR focused on hiring, fir- C. Performance appraisal
ing and the old-school annual pay review. D. Budgeting and cash flow
A. TRUE 1099. What do you see as the biggest chal-
B. FALSE lenge for DAP?
A. Globalization and competition
1094. A trend analysis is limited in its useful-
ness because it B. Changing composition of society
A. overlooks the passage of time in re- C. We spend most of our lives as workers
gards to staffing D. More generations working in parallel-
B. addresses only the financial impact of diversity
employment changes
C. overlooks the potential for changes in
skills needed
D. assumes constant increases in worker
productivity

1095. PERFORMANCE TEST INCLUDES:

A. KEYBOARD TEST
1100. How does HRM contribute to effective
B. MACHINE USAGE TEST utilization of a contingent workforce?
C. INTELLIGENCE TEST A. By avoiding active involvement in hir-
D. MEDICAL EXAM ing discussions
B. By neglecting adaptation of temporary
1096. Which means the same as human re- workers to the organization
sources
C. By swiftly adapting temporary work-
A. Personnel ers and planning for their needs
B. Knowledge D. By limiting the quality of temporary
C. People workers attracted to the organization
D. skills 1101. ” It is effective when new, untrained
employees who do not know which tasks
1097. Termination is the act of
to perform or which procedures to follow
A. Bringing old management to an end. “ Which leadership style is this?
B. Bringing someone into the business. A. Autocratic

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1.1 HUMAN RESOURCE MANAGEMENT 121

B. Democratic 1107. An example of a benefit a company can

C. Let it happen offer is:

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D. Bureaucratic

1102. What is the focus of the Human Re-

source Management Audit?
A. Reviewing the HRM policies and prac-
A. 401K
tices
B. retirement plans
B. Assessing the quality of products
C. sick leave
C. Analyzing the supply chain manage-
ment D. all of these

D. Evaluating the performance of the 1108. The role of HR director is

sales team A. solving the disputes
1103. Performance appraisal means evaluat- B. Extension of plan
ing an employees performance relative to C. Administration
A. Establishing goods D. Training and development
B. Fellow employees 1109. How can organizations effectively man-
C. Job description requirements age conflicts in employee relations?
A. By promoting a competitive and hos-
D. Performance standards
tile work environment to encourage em-
1104. Which two of the following are prereq- ployees to work out their conflicts on their
uisites required for effective employees own
counselling? B. By implementing clear communication
A. Peer rating. channels, establishing fair and transpar-
ent policies, providing conflict resolution
B. Listen and show confidence. training, promoting a positive work cul-
C. Future oriented. ture, and seeking professional mediation
when necessary.
D. Give suggestions and solutions.
C. By implementing strict disciplinary ac-
1105. Motivation explains why people behave tions for any employee involved in a con-
in a certain way while at work, what they flict
do in terms of efforts and directions taken D. By ignoring the conflicts and hoping
A. True they will resolve on their own
B. False 1110. Skills which are specific & teachable abil-
ities that can be defined and measured are
1106. What does HRM mean? known as what?
A. Humanistic Resource Management A. Soft Skills
B. Human Relations Management B. Hard Skills
C. Human Resource Management C. Transferable Skills
D. Human Role Management D. none of above

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1.1 HUMAN RESOURCE MANAGEMENT 122

1111. The main problem with outsourcing has B. It results in maximum output with the
been issues of ethics, with outside con- increased customer satisfaction.
tractors resorting to dubious and unethical C. It promotes group satisfaction with in-
ways to keep costs low. dividual development.
A. True D. Optimum utilization of manpower by
B. False motivation and improving efficiency.
Explanation:The main problem with out-
sourcing has been issues of ethics, with 1116. A manager who is authorized to direct

NARAYAN CHANGDER
outside contractors resorting to dubious the work of subordinates and is respon-
and unethical ways to keep costs low. sible for accomplishing the organization’s
tasks.
1112. How can on-the-job training be benefi-
A. Financial Manager
cial for employees in an organization?
B. Line Manager
A. On-the-job training is a waste of time
and resources for employees C. Staff Manager
B. On-the-job training provides practical D. Marketing Manager
experience and helps employees learn
new skills. 1117. Good employees and a well-run human
resource management program are as im-
C. On-the-job training is too expensive portant to your business as are capital,
and not worth the investment for employ- equipment and inventory.
ees
A. True
D. On-the-job training only benefits the
employer, not the employees B. False

1113. Which method of recruitment involves 1118. Assertion (A):In a job analysis, the skills
using the company website and social me- required for a job are listed. Reason
dia? (R):Job specification is a part of job analy-
sis.
A. Job Posting
A. Both A and R are true, and R is the cor-
B. Internet
rect explanation of A.
C. Word of mouth
B. Both A and R are true, but R is not the
D. Job Fair/Open House correct explanation of A.
1114. What is meant by work stress? C. A is true, but R is false.
A. Conditions of tension that arise in the D. A is false, but R is true.
workplace
1119. A team member is not performing well
B. Holidays provided by the company on the project because she is inexperienced
C. Training to improve performance in system development work. There is no
D. Wage gap between workers one else available who is better qualified
to do the work. What is the BEST solution
1115. How has HRM become one of the highly for the project manager?
focused jobs? A. Consult with the functional manager to
A. It focuses on obtaining as well as main- determine project completion incentives
taining a satisfied workforce. for the team member

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1.1 HUMAN RESOURCE MANAGEMENT 123

B. Obtain a new resource more skilled in B. Markov Technique Analysis

development work C. Delphi Technique Analysis

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C. Arrange for the team member to get D. Forecast Analysis of Management Ex-
training perts
D. Allocate some of the project schedule
reserve 1124. Human Resource Planning does not eval-
uate the strengths or weaknesses of hu-
1120. According to the AMO model, which man resources.
characteristic decribes motivation- A. RIGHT
enhancing?
B. SALAH
A. Recruiting
1125. A profit-sharing plan is a type of com-
B. Competitve pay
pensation package that includes a base
C. Work teams salary plus commission.
D. Selecting A. true
1121. Unemployment insurance is generally B. false
provided to employees who are unable to
1126. In most profit-sharing plans, what per-
work as a result of
centage of the net profit is typically
A. Fate shared?
B. Carelessness at work A. 5 to 10 percent
C. Pregnant condition B. 10 to 15 percent
D. Annual leave C. 15 to 20 percent
1122. What are the different stages involved D. 20 to 25 percent
in the hiring cycle in human resource man-
1127. External factors that influence wage
agement?
rates include the worth of a job and the
A. Job analysis, training, performance employer’s ability to pay.
evaluation, termination
A. True
B. Recruiting, payroll, benefits adminis-
B. False
tration, conflict resolution
C. Interviewing, job offer, orientation, 1128. Me + You =
performance appraisal A. We
D. Job analysis, sourcing, screening, in- B. Friend
terviewing, selection, and onboarding C. Friend
1123. Encik Ali is the Human Resources Man- D. Friends
ager at Syarikat Engineering Sdn. Bhd. He
has asked for advice from an economic con- 1129. What are the potential challenges faced
sultant for the recruitment of new employ- by organizations during the recruitment
ees in his company after the pandemic era and selection process?
has ended. What technique has been used A. Limited budget for recruitment
by Mr. Ali to predict the labor force? B. Lack of interest from potential candi-
A. Trend Analysis dates

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1.1 HUMAN RESOURCE MANAGEMENT 124

C. Finding qualified candidates, competi- A. A Employees

tion from other organizations, and ensur- B. B.Employer
ing a fair and unbiased selection process.
C. Organisation
D. Difficulty in coordinating interview
schedules D. D All of the above

1130. Kyla applied for the role of Payroll Spe- 1133. Which of the following is not a work life
cialist. She has 4 years of experience balance factor?
with manpower agency covering 5, 000 A. Flexible work timings

NARAYAN CHANGDER
employees both professional and minimum B. Part time work
wage earners. She has experience in pay-
roll software and program such as Oracle, C. Job sharing
SAP, ADP. Kyla’s asking rate is Php45, D. Technical improvement
000/month. John is another candidate
who applied for the role. He has 6 months 1134. Which of the following best defines line
of experience and close to Owen, the HR authority?
Recruiter. If Owen will be selecting the ap- A. management over a small staff in a
propriate candidate for the role of Payroll public firm
Specialist, what is/are the required selec- B. management with flexible decision-
tion procedure needs to be followed to get making powers
the fit/suitable candidate?
C. a manager’s right to advise other man-
A. Owen should interview both candi- agers or employees
dates and assess their skills, competen-
D. a manager’s right to issue orders to
cies, experience suitable for the role
other managers or employees
B. Owen should do a background inves-
tigation to validate the information pro- 1135. What are the guides to decision-
vided by the candidates making?
C. The candidates should pass the pre- A. Procedures
employment medical exams and must sub- B. Rules
mit all documentary requirements.
C. Policies
D. Owen doesn’t ned to do anything be-
D. Goals
cause he knows John and they’ve been
friends for 15 years. He knows John to be 1136. BONUS:Your company has been tasked
a diligent person and has drive to hearn with providing estimates for a road con-
the job. struction project. You have data available
related to costs per square feet. You now
1131. which of the following is not an indica-
need to provide an estimate of the cost of
tor of a potential appraisal?
the project based on this data what esti-
A. Sense of Reality mation technique is most applicable in such
B. Creative Imagination a scenario?
C. Recruitment A. Top Down estimates
D. Breadth of Vision B. Parametric Estimating technique
1132. ERm activity helps in strengthening the C. Bottom Up Estimating
bond among the D. Analogous Estimation

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1.1 HUMAN RESOURCE MANAGEMENT 125

1137. In Factor-Comparison method, each fac- 1143. Human resource management has noth-
tor is ascribed a ing to do with boosting the morale of and
the motivation level

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A. Money value
B. Ranking A. true
B. false
C. Scale
D. None of the above 1144. Personality traits and personal abilities
such as personal habits and friendliness
1138. Which of the following types of choices are considered skills
are made based on moral principles and
A. flexible
values?
B. personal
A. Ethical choices
C. minor
B. Proper choices
D. soft
C. Legal choices
1145. What is the importance of Human Re-
D. Illegal choices
source Management?
1139. The salary model that uses people’s A. To maximize output by employees
qualifications as the main basis for deter-
B. To enforce company policies
mining the grade structure is
C. To reduce competition in the market
A. Piece rate system
D. To minimize the role of human re-
B. performance pay system sources
C. skill wage system
1146. Job analysis is a process.
D. position salary system
A. True
1140. Employee at will means ? B. False
A. You are getting a raise
1147. Choose The skills that employers need.
B. You can be hired at any time
A. Evidence of ability to work with others
C. You can get be terminated at any time and take instruction
D. You are getting paid time off B. Good written and spoken language

1141. Giving employees the responsibility and C. Interpersonal ‘people’ skills

authority to make decisions. D. All of the above
A. Empowering 1148. How can HRM promote cultural adapt-
B. Selection ability in a globalized workforce?
C. Recruiting A. By disregarding language and cultural
understanding
D. Outsourcing
B. By focusing solely on national hiring
1142. Indirect compensation includes health- practices
care benefits and commissions. C. By training employees in language and
A. TRUE cultural aspects of host countries
B. FALSE D. By avoiding diversity in the workplace

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1.1 HUMAN RESOURCE MANAGEMENT 126

1149. What is Strategic HRM? A. Potential Appraisal

A. An approach to the development and B. Performance Appraisal
implementation of HR strategies that are
C. Selection Process
integrated with business strategies and
support their achievement. D. Planning Process
B. the systematic planning and coor- 1153. Which of the following best describes
dination of the fundamental organiza- the role of corporate culture within an or-
tional processes of job and work design,

NARAYAN CHANGDER
ganisation?
staffing, training and development, ap-
praising, rewarding, and protecting and A. The values within a business thatare
representing the human resources in the reflected through managementbehaviour
international or global aspects of an orga- and policies
nization. B. The values within a business thatem-
C. the management of people in an orga- ployees are expected to abide by
nization. C. The values within a business thatall
D. All of them stakeholders are expected tofollow

1150. In your pool sales business sales are D. The values within a business thatare
usually high in the spring and summer then reflected through employeebehaviour
drop off in the fall and winter. The can-
1154. policies to ensure fairness and continu-
didate you interviewed has a family and
ity within the organization
needs a steady income but likes the idea
of earning more pay if he makes a large A. Staffing
number of sales. Which payment method B. Workplace Policies
do you think he would prefer?
C. Compensation and Benefits
A. wage
D. Retention
B. salary
E. Training and Development
C. commission only
D. combination plan 1155. Which one is a barrier to strategic HR?

1151. Which of the following was not included A. Cost control versus value creation
in the reasons why firms conduct perfor- B. Lack of appreciation of what HR can
mance appraisals? contribute
A. Cultural-meritocracy C. Lack of understanding of what to do
B. Administrative-documentation D. Enhance quality of HR services
C. Societal-to improve work-life
1156. A decision based on ignorance is a
D. HRM-connection to other systems very bad thing.
E. All of the above were discussed as rea-
A. governing
sons to conduct performance appraisals
B. managerial
1152. is the process of identifying the
C. good
goals, measuring the performance of staff
each year? D. strategic

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1.1 HUMAN RESOURCE MANAGEMENT 127

1157. The process of providing adequate equi- B. external recruitment

table & fair remuneration to the employ- C. exduction
ees.

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D. redeployment
A. Maintenance function
B. Compensation function 1162. What were the important contributions
of the Western Electric Company to man-
C. Operative function agement thinking?
D. Onboarding function A. Understand the concept of scientific
1158. An agreement between an employer management and related principles
and a union such that the union will repre- B. Recognize the influence of Taylor’s
sent all the workers at a particular work- ideas on management thinking
place. C. Recognize the advantages and disad-
A. Single-union Agreement vantages of bureaucracy as a form of or-
B. Industrial Action ganization
D. Identify management principles ac-
C. Strikes
cording to Henri Fayol
D. Work-to-rule
1163. Which tactic allows you to choose what
E. Staff Associations
hours to work as long as they complete
1159. Who formed Bombay Millhands Associ- their tasks?
ation and in which year? A. Job sharing
A. Sorabjee shapurjee Bengali in 1980 B. Flextime plans
B. N.M Lokhandey in 1890 C. Home based work
C. Social Service League in 1910 D. Compressed work week
D. None of the above
1164. After working at TechServ for a number
1160. Employees are compensated through of years, Piper took a job with a bigger
firm in a related field. After five years at
the second firm, Piper was then hired back
A. Cash payments
by TechServ. This is a situation of nepo-
B. Benefits and services tism.
C. Promotion A. True
D. A&B are correct B. False
1161. involves hiring from outside the or- 1165. Which of the following statements best
ganization describes union participation in China?
A. China has only one union, the All-China
Federation of Trade Unions (ACFTU).
B. China allows only workers at larger
firms to organize.
C. China permits workers at international
companies to form unions tied to their
A. outsourcing home country.

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1.1 HUMAN RESOURCE MANAGEMENT 128

D. In China, the power of the unions to 1170. Human Resource refers to the in an
gain high wages has been blamed for hurt- organisation
ing competitiveness. A. raw materials
1166. What is the difference between recruit- B. personnel
ment and selection in the context of human C. fixed assets
resource management?
D. none of above
A. Recruitment is the process of training
1171. What does the operational and em-

NARAYAN CHANGDER
new employees, while selection is the pro-
cess of promoting existing employees. ployee advocate role of HR management
involve?
B. Recruitment is attracting potential can-
didates, while selection is choosing the A. Managing most HR activities in keep-
most suitable candidate. ing with organizational strategy

C. Recruitment is choosing the most suit- B. Linking human resource strategy with
able candidate, while selection is attract- organizational mission
ing potential candidates. C. Focusing on clerical administration
and record keeping
D. Recruitment is the process of firing
employees, while selection is the process D. Policing policy and procedure
of hiring new employees.
1172. How the firm will be able ensure that it
1167. Off the job training is most likely to be obtains and retains a sufficient number of
useful for: employee?
A. coping with new people starting a busi- A. do the same strategy forever
ness B. never care about other firm project
B. telling workers about standard proce- C. compete effectively
dures at a business D. does not participate in current econ-
C. assessing workers’ performance omy
D. developing new IT skills 1173. The legal content of the labor contract
does not include
1168. Which of the following is not a tool and
technique of the Plan Human Resource? A. Trial period

A. Organizational theory B. Term of labor contract

C. Labor protection and labor conditions
B. Networking
D. Labor remuneration
C. Organization charts
D. Rewards and recognition 1174. From Sahih Bukhari, he narrated from
Prophet Muhammad (SAW):“He whoever
1169. Interviews can be hires a person and knows that there is an-
other one who is more qualified than him
A. structured only
has betrayed Allah and His prophet and
B. unstructured only the Muslims”This dalil for:-
C. both structured and unstructured A. recruitment
D. None of the above B. selection

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1.1 HUMAN RESOURCE MANAGEMENT 129

C. training C. Giving freedom to subordinates

D. development D. Give responsibility to subordinates

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1175. A newly-hired employees often com- 1179. What will the level of the superannua-
plete an orientation program. Which of the tion guarantee levy be in 2025?
following is is not part of an orientation A. 9 per cent
program
B. 10 per cent
A. Inform employees about company poli-
C. 11 per cent
cies
D. 12 per cent
B. Employee manuals
C. Training 1180. A recent trend in labour recruitment has
been towards employing more part-time
D. Free vacation trips staff on temporary contracts. What is the
1176. A pattern of planned human resource de- most likely explanation for this trend?
ployments and activities intended to en- A. Part-time workers are more commit-
able an organization to achieve its goals ted to the business.
A. External analysis B. Part-time workers are more commit-
ted to the business.
B. Internal analysis
C. It reduces overheads for the business
C. Strategic human resource manage-
in times of lower demand.
ment
D. Part-time workers will have greater
D. Goals
skills than full-time workers.
1177. Following the Budget 2021 announce- 1181. What are those aspects on which the HR
ment, employee’s EPF contribution rate for professionals apply the risk management
all employees under 60 years old is re- techniques?
duced from 11% to 9% by default from
February 2021 contribution to January A. HR CompetenciesBoth (a) and (b)
2022 contribution. Assuming Mr. Sam’s B. HR Strategies
salary in May 2021, age 34:-monthly C. Both (a) and (b)
salary = RM4000;-overtime = RM500;-
Travel allowances = RM150How much is D. None of the above
the amount of Mr. Sam’s EPF deduction? 1182. The case study is a Training method that
A. RM440 permits a person to learn by copying or
B. RM405 replicating behaviors of others to show
managers how to handle various situa-
C. RM360 tions.
D. RM418.50 A. False
1178. Managers with Theory X assumptions B. True
tend to act in what way?
1183. Which among the followings describe
A. Provide opportunities to subordinates the skills that are available within the com-
B. Provide command and control to sub- pany?
ordinates A. Human Resource inventory

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1.1 HUMAN RESOURCE MANAGEMENT 130

B. HRIS C. Providing training and support

C. Skills inventory D. Forcing changes without consultation
D. Management inventories tags130.110

1184. Employers who downplay the negative 1190. Which of the following is not a reason
aspects of a job to prospective employees for Downsizing?
tend to have lower turnover A. To speed up decision making
A. True

NARAYAN CHANGDER
B. To be more responsive to customers
B. False C. To increase employee morale
1185. Which of the following components are D. To save labour costs
reformed to support the strategies of hu-
man resource function? 1191. Human Resource planning is compulsory
for
A. Control systems
B. Appointment A. effective employee development pro-
gramme
C. Rewards
B. base for recruitment
D. Job allotment
C. base for selection policy
1186. A recent news report showed how
D. all of these
reskilling at least 15-20 times is going
to be a regular requirement for millennial 1192. HR department viewed as the special-
workers. ists in the areas that encompasses Human
A. True Resource or people management.
B. False A. Executive Role

1187. The worth of a job, as it is determined B. Audit Role

by its comparative worth with jobs in C. Facilitator Role
other firms, is an external factor in the
D. Consultancy Role
wage mix.
A. TRUE 1193. How many are the general functions of
B. FALSE management?
A. four
1188. is the trend towards opening upfor-
eign markets to international business and B. five
investment. C. six
A. Globalization D. none of above
B. Technology
1194. What are human resources?
1189. What is a common strategy for manag-
A. food
ing change in an organization?
B. money
A. Ignoring employee concerns
B. Implementing changes without com- C. employees
munication D. management

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1.1 HUMAN RESOURCE MANAGEMENT 131

1195. Selection is the Process by which the or- C. The acquisition ofknowledge, skills,
ganization attempts to identifyapplicants andbehaviors thatimprove anemployee’s
with the necessary andother character- ability tomeet changes in jobrequirements

PRACTICE BOOK» NOT FOR SALE

istics to help it achieve its goals. and incustomer demands
A. necessary knowledge D. A planned effort toenable employees
B. skills tolearn job-relatedknowledge, skills, and-
behavior
C. abilities
D. All of the above 1200. The following person has created the
principle of 8 hours work, 8 hours rest and
1196. Which of the following is a challenge 8 hours sleep.
faced by human resource managers in the
A. Elton Mayo
modern era?
B. Flippo
A. Lack of diversity
C. Robert Owen
B. Resistance to change
D. Elliot Jacque’s
C. Limited technology
D. Inefficient recruitment process 1201. A compensation based on total corpo-
rate profits, help tie employees’ efforts to
1197. A strategy is a union strategy of the company’s bottom line
conducting a strike at a critical plant that
A. Bonus
supplies parts to other plants.
A. Boycott B. salary

B. Selective strike C. Incentive based payment

C. Preemptive move D. wage

D. Exclusive strike 1202. You have got a special leave on your

birthday, what kind of this compensation
1198. is the process of hiring eligible can- you are offered from this company?
didates in the organization or company for
specific positions A. Special allowance
A. Staffing B. Basic pay
B. Controlling C. Welfare
C. Leading D. Cash supplement
D. Organizing 1203. Performance evaluation can be defined
as a process of evaluating
1199. What is TRAINING?
A. past performance
A. The process throughwhich the orga-
nizationseeks applicants forpotential em- B. present performance
ployment C. future performance
B. The process by which theorganiza- D. past and present performance
tion attempts toidentify applicants with-
the necessaryknowledge, skills, abilities, 1204. The Top management is aware that
that willhelp the organizationachieve there is always a need for personnel man-
its goals agement in the company

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1.1 HUMAN RESOURCE MANAGEMENT 132

A. FALSE B. Selection
B. TRUE C. Placement
1205. Grievance handling is the management D. Training and Development
of employee dissatisfaction by the De-
1210. True or False:Adequate Notice is made-
partment.
up of:knowledge of performance stan-
A. Human Resource dards and a fair hearing?
B. Occupational Safety and Health A. True

NARAYAN CHANGDER
1206. Which of the following is an example of B. False
an employee-assistance program:
1211. What is the role of HR in cloud transfor-
A. Training on the use of dangerous mation?
power equipment
A. To ensure compliance with rules and
B. Compensation regulations
C. Corrective action B. To oversee all aspects of employees’
D. Career and education planning careers
C. To develop and maintain a highly effi-
1207. What are the key components of inte-
cient workplace
grating HRM into strategic planning for an
organization? D. All of the above
A. Implementing rigid and outdated HR 1212. What is the definition of a wage?
policies without considering the changing
business environment A. a fixed amount of pay for each week,
month, or year
B. Aligning HR goals with organizational
goals, identifying and developing talent, B. extra compensation
creating a positive work culture, and im- C. a profit sharing plan
plementing effective HR policies and prac- D. an amount of money paid on an hourly
tices basis
C. Outsourcing all HR functions to third-
party companies 1213. Which of the following is/are motiva-
tional techniques in the organization?
D. Ignoring the organizational goals and
focusing solely on individual employee A. Provide Continuous Feedback
needs B. Prioritize Work-Life Balance
1208. What does internal recruitment mean? C. Create a Culture of Recognition
A. Internal Recruiting D. All of the above
B. Cross-training 1214. has been appointed as CHRO of Es-
C. Paying for Performance pire Hospitality.
D. External Recruiting A. Raya Mahra

1209. Refers to putting the candidate in the B. Neha Rana Dutta

position he/she is applying to. C. Amit Das
A. Recruitment D. Rohit Kaushik

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1.1 HUMAN RESOURCE MANAGEMENT 133

1215. What are the main challenges for D. a process applicants to work for the
management in dealing with bureaucratic best fit and selected to meet theexisting
weaknesses? Vacancies

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A. Uncertainty of results 1220. What is included in post-termination
B. Instability procedures?
C. Inability to adapt A. Providing a farewell party for the em-
D. Inability to communicate ployee
B. Providing final paycheck, owed vaca-
1216. Individual who make up the workforce tion or sick leave pay, and necessary pa-
of an organization. perwork
A. Human Resource C. Providing a severance package
B. Human Resource Management D. Providing a reference letter for the em-
C. Human Resource Development ployee
D. none of above 1221. Which of the following people are not
considered a part of an organisations hu-
1217. Conolly Company uses internal recruit-
man resources:
ment whenever possible. This
A. Junior Sales Staff
A. Create for more fees than external re-
cruitment B. Trainee
B. Reduces employee satisfaction C. Plumber
C. Create employee engagement D. Senior Management
D. Give employees an advantage in nego- 1222. Safety is the feeling of not being hurt.
tiations
A. True
1218. Which term refers to an employee’s job B. False
evaluation?
C. Maybe
A. promotion
D. How should I know
B. performance appraisal
C. employee status 1223. Career fairs are a great source of acquir-
ing help.
D. separation
A. Immediate
1219. What is meant by human resource man- B. Minimum-wage
agement?
C. Temporary
A. process of reviewing employment re-
quirements D. Trained

B. a process of searching, identifying and 1224. The main function) of performance ap-
attracting potential job applicantswho are praisal is
qualified A. A to give feedback to employees on
C. an activity in an organization, whether past performance and to communicate fu-
business or serve-oriented big orSmall ture expectation

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1.1 HUMAN RESOURCE MANAGEMENT 134

B. B to pick up areas of strength and B. dismissal due to misconduct

weaknesses and to put strategies in place C. retirement
to use strengths to improveon weak-
nesses D. voluntary resignation
C. C to discuss employment issues such 1230. is NOT one of the four steps in se-
as salary progression, bonuses, merits, lecting the right candidate for the job?
perks and promotionalopportunities
A. Contemplation
D. D all of the above

NARAYAN CHANGDER
B. Complication
1225. Which is not included in the function of
C. Constipation
human resource strategic model?
D. Compensation
A. Planning, recruitment, and selection
B. Compensation and total rewards 1231. The current retirement age is for
C. Training and development men and for women.

D. Company’s strategic goals A. 55 and 60

B. 60 and 55
1226. Which is not on the job training?
C. 60 and 50
A. Job rotation
D. 60 and 60
B. Internship
C. Coaching 1232. These roles of HR based on Ulrich’s
D. Classroom lectures Model when not done well create a lot of
issues except-
1227. hired for the business activities deemed A. As a strategic partner
necessary in the employer’s usual business
B. As an administrative expert
A. casual
C. As an employee champion
B. regular
D. None of the above
C. probationary
D. project 1233. Employee accountability is strengthens
in
1228. Persons outside the firm who are ac-
tively seeking employment A. HR Audit
A. External labor market B. HR Training
B. Internal labor market C. Succession Planning
C. Recruitment D. HR Functions
D. a. Selection
1234. Which of the following is the output of
1229. Governed under the Employment Insur- improper HRM?
ance System (EIS) Act 2017 and adminis- A. Develop employees for the future.
tered by SOCSO as well, this EIS protects
B. Attract best candidates.
employees aged 18 to 60 who have lost
their employment EXCEPT in the case of C. Hire wrong person for the job.
A. expiry of the contract D. Let good employees stay.

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1.1 HUMAN RESOURCE MANAGEMENT 135

1235. is the process of choosing the most D. Balance the project’s constraints re-
suitable candidate for the vacant position garding time, scope, and cost
in the organization.

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1239. What is the nationality of Janus?
A. Recruitment
A. Roman
B. Training
C. Selection B. Italian

D. Performance appraisal C. Greek

D. Thai
1236. Human factor can be defined as
A. The entire concept of human behavior 1240. Who is not in-house contingent worker?
B. Interrelated Physiological, Psychologi- A. Permanent workers
cal and Socio-ethical aspects of a human B. Seasonal workers
being.
C. Temporary workers
C. Micro and macro issues of socioeco-
nomic factor D. Casual workers
D. None of the above 1241. The voluntary and involuntary perma-
1237. Which industry has the most occupa- nent withdrawal from an organization is
tional accidents? called
A. Turnover
B. Behaviour
C. misbehaviour
D. None of these

1242. “HRM is a holistic approach which per-

forms all functions of manpower man-
agement and integrates all the functions
with strategic management to achieve the
overall organisational objectives “ State
A. Refineries
weather the above statement is True or
B. Petrochemicals false
C. Chemically A. True
D. Gas installations B. False
1238. The most important role of the project 1243. What does the administrative role of HR
sponsor is to: management focus on?
A. Manage and resolve conflicts between
A. Clerical administration and record
the team and upper management
keeping
B. Provide and protect the project’s finan-
B. Strategic planning
cial resources
C. Employee advocacy
C. Provide and project the project’s hu-
man resources D. Financial management

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1.1 HUMAN RESOURCE MANAGEMENT 136

1244. The content of job description involves C. Maintaining positive relationships be-
tween employees and the organization
A. Job title, Condition of work D. Conducting job interviews
B. Educational qualification, Skills 1250. The recruitment cycle is (in order)
C. Both a & b A. Receive applications, screen appli-
D. None of the above cants, testing, interviews, reference
check, short list applicants, offer and/or

NARAYAN CHANGDER
1245. When making a job analysis, work per- acceptance
formance standards should be set by the
B. Receive applications, screen appli-
Human Resource Manager.
cants, short list applicants, interviews,
A. RIGHT testing, reference check, offer and/or ac-
B. SALAH ceptance
C. Receive applications, short list appli-
1246. A person derives his authority from ap- cants, screen applicants, interviews, test-
peal to his followers in ing, reference check, offer and/or accep-
A. Leadership tance
B. Management D. Receive applications, reference check,
interview screen applicants, short list ap-
1247. An employee can be immediately dis- plicants, testing, offer and/or acceptance
missed for:
1251. Which of the following complaint pro-
A. being late
cedures is a unionized employee likely to
B. stealing use?
C. making sexist comments A. A step-review system
D. being inefficient B. A hearing officer complaint system
1248. What is the role of HR strategy in the C. A grievance procedure
strategic management process? D. A peer-review procedure
A. To determine the long-run perfor-
1252. Which of the following are attributes of
mance of the corporation.
a clerk in the human resource office?
B. To establish the basic parameters for A. Confidentiality
managing people in the workplace.
B. Integrity
C. To maximize resource productivity
within the HR function. C. Financial competence
D. To facilitate effective communication D. Tact
and coordination between different func-
1253. involves the entire hiring process from
tional areas.
posting a job to negotiating a salary pack-
1249. Employee relations activities primarily age
focus on: A. Staffing
A. Managing employee performance B. Workplace Policies
B. Determining employee compensation C. Compensation and Benefits

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1.1 HUMAN RESOURCE MANAGEMENT 137

D. Retention 1258. The meaning of HRm is

E. Training and Development A. Human relations management

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B. .... Humanistic Resource management
1254. is the attempt to find and attract
qualified job applicants in the external la- C. ....Human resource management
bor market. D. ....Human resourceful management
A. Labor forecasting 1259. Hospitality and HR Managers learn best
B. Qualifying by getting
A. involved
C. Prospecting
B. the information
D. Recruitment
C. updated information
1255. Daniel is the HR manager of a growing D. their hands dirty
company. He is considering different al-
ternatives to manage his team effectively. 1260. What is an example of external recruit-
Which of the following would be an alter- ment?
native of staffing in human resource man- A. Seek.com.au
agement?
B. Choosing someone within the business
A. Performance appraisal to move into a role
B. Recruitment and selection 1261. A collection of tasks and duties that an
C. Compensation and benefits employee is responsible for completing is
a
D. Training and development tags130.142management
A. job
1256. What conflict resolution technique is a B. job description
project manager using when he says, “I C. job analysis
cannot deal with this issue now!”
D. duties and task list
A. Problem solving
1262. Bonus Act was passed in the year
B. Forcing
A. 1968
C. Withdrawal
B. 1966
D. Compromising
C. 1969
1257. If a company primarily focuses on em- D. 1965
ployees’ psychological needs before con-
1263. The information resulting from a job
sidering their safety needs, it is:
analysis is used for writing
A. Following Maslow’s Hierarchy cor- A. job description
rectly.
B. corporate objectives
B. Not aligning with Maslow’s Hierarchy.
C. personal questionnaires
C. Focusing on Herzberg’s Hygiene Fac-
D. training requirement
tors.
Explanation:Explanation:A) A job descrip-
D. Implementing Theory X. tion is a list of what a job entails, and it is

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1.1 HUMAN RESOURCE MANAGEMENT 138

derived from a job analysis. Job analysis C. wage-rate surveys.

is the procedure through which you deter-
D. an effective performance appraisal
mine the duties of job positions and the
system
characteristics of the people that should
be hired for the positions. 1270. Turnover is
1264. Responsibility cannot be fixed in A. What Mr. Morrise does to papers that
type of communication. have a bad grade (awkward impulse)

NARAYAN CHANGDER
A. Formal B. When there is not enough work for all
B. Informal employees
C. What we do to burgers to get an even
1265. Human Resource departments are
cook
A. line departments
D. The number of employees who leave
B. authority department an organization and are replaced over
C. service department time
D. functional department 1271. The process of attracting individuals on
a timely basis, in sufficient numbers, and
1266. is the process of choosing the most
with appropriate qualifications, to apply
suitable candidate for the vacant position
for jobs with an organization is referred
in the organisation.
to as
A. Recruitment
A. selection
B. Training
B. HR planning
C. Selection
C. recruitment
D. Performance Appraisal
D. appraisal
1267. Qualifications, experience, skills and at-
titudes needed for the job will be listed on 1272. When a worker is injured on their own
time, this benefit helps replace the lost
A. Job Description wages during the time they cannot work.

B. Person Specification A. Unemployment

B. Retirement
1268. The following are reasons why employ-
ees resign except: C. Disability
A. Misconduct D. Workers compensation
B. Migrating abroad
1273. The business side of the process begins
C. Poor health with the strategic as one of the guiding
D. Accepting a job elsewhere frameworks.
A. Policy
1269. An employee’s relative worth can be de-
termined by B. HR
A. job analysis C. Plan
B. labor market conditions D. All of the above

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1.1 HUMAN RESOURCE MANAGEMENT 139

1274. Staff working from home but keeping in B. Supervisory

contact with the office by means of mod- C. Rank and File
ern IT communications

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D. none of above
A. Offshoring
B. Teleworking 1279. Directing is one of the important func-
tions of HRM which comes under Func-
C. Centralization tion.
D. Telecommuting A. Managerial Function
1275. The relationship between organizations B. Operative Function
and the environment is C. Technical Function
A. one-way D. Behavioral Function
B. two-way
1280. What are the three common workplace
C. controllable challenges?
D. infinite A. Knowledge workers
1276. A systematic movement of employees B. Employee misbehavior
from one job to another within the organi- C. Workforce diversity
zation to achieve various human resource D. Contingent workers
objectives like enhancing career develop-
ment or preventing job boredom. 1281. It is concerned with developing the skills
A. Job Rotation of the manager over his or her career with
the firm
B. Job Description
A. Training
C. Job Analysis
B. Management development
D. Job Design
C. Professional Development
1277. Terra Systems invests a lot into recruit- D. none of above
ing new hires. To help reduce their risk
of quitting, the company has a program 1282. The practice of relocating business func-
that helps bring new hires into the orga- tions or activities abroad is:
nization’s fold so that they truly feel as if A. Outsourcing
they are a part of it. This is known as
B. Offshoring
A. cross-training
C. Re-shoring
B. onboarding
D. Re-sourcing
C. on-the-job training
1283. What is the forced distribution method
D. benchmarking
in performance management?
1278. Refers to who vested with powers or
prerogatives to lay down and execute
management policies and hire, transfer,
suspend, layoff, recall, discharge, assign
or discipline employees
A. Managerial

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1.1 HUMAN RESOURCE MANAGEMENT 140

A. The appraisal manager ranks each 1287. Project performance appraisals are dif-
member of a particular work group or de- ferent from team performance assess-
partment with a simple grade between ments in that project performance ap-
two extremes, e.g. from best perfor- praisals focus on:
mance to worst performance.
A. How an individual team member is per-
B. Each employee is compared with all forming on the project
other employees of his work group or
B. An evaluation of the project teams ef-
department, in pairs, until all employees
fectiveness

NARAYAN CHANGDER
have been compared with each other
C. A team-building effort
C. Employees fall into predefined groups
according to their performance ratings, D. Reducing the staff turnover
each group representing a specific set of
performance ratings 1288. Interviewers are not affected by phys-
ical cues, for example spectacles equals
D. When the rater tends to see on the ra- greater intelligence.
tee some of his personal characteristics,
that he thinks they contribute to the effec- A. True
tiveness B. False
1284. Relating to current affairs, which HRM 1289. In an addition to regular compensation,
aspect gained prominence during the are monetary incentives that an em-
COVID-19 pandemic due to remote work? ployee earns as a result of good perfor-
A. Decentralized work sites mance.
B. Employee involvement A. Motivational techniques
C. Contingent workforce B. Financial reward
D. Corporate downsizing C. Non financial reward
D. All the above
1285. Which of the following can be the op-
tions for reducing surplus? 1290. Which of the following is an illegal ques-
A. Downsizing tion that should NOT be asked of a job ap-
plicant?
B. Pay reductions
A. Why are you the best candidate for this
C. Promotions position?
D. Transfers B. What is your greatest strength?
E. Work sharing
C. Are you married?
1286. What is the main method of selection for D. Do you have questions for us?
internal and external recruitment?
1291. A good leader is one who behaves ac-
A. Shorlisting
cording to the requirements of the situa-
B. Interview tion.
C. Aptitude testing A. True
D. Application form B. False

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1.1 HUMAN RESOURCE MANAGEMENT 141

1292. Employee health is the state of D. It helps in understanding and manag-

A. well-being ing the emotions of team members, lead-
ing to better communication, collabora-

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B. disability tion, and conflict resolution.
C. physical property
1297. HR department are
D. emergency
A. Line department
1293. . Which of the following statements
B. Authority department
about employee compensation is true?
C. Service department
A. Compensation is closely connected to
performance appraisal. D. Functional department
B. A textile mill would be unconcerned 1298. The part of staffing that involves seek-
about what other similar factories in its ing out and attracting qualified potential
geographic area were paying their work- job candidates is called
ers.
A. recruiting
C. Different jobs of equal importance to
the company are usually compensated dif- B. training
ferently. C. on-boarding
D. The two basic types of compensation D. interviewing
are pay and benefits.
1299. What is the main objective of job evalu-
1294. Probationary employees will not be ation?
automatically regularized as they will
A. It is not compulsory
be placed on probationary status for 5
months. B. To define satisfactory wage and salary
A. TRUE differentials

B. FALSE C. Job is rated before the employee is ap-

pointed to occupy
1295. Recruitment is the Process through D. None of the above
which the organization applicants for-
potential employment. 1300. Introductory training program to famil-
A. seeks iarize new recruits with the key people
and systems used in the business and the
B. reviews layout of the business site
C. screens A. Off the job training
D. finds
B. Induction training
1296. How does emotional intelligence play a C. Productivity
role in team management?
D. Labor Turnover
A. It has no impact on team management
1301. Which of the following is an example of
B. It leads to more conflicts and misun-
gross misconduct?
derstandings
C. It only applies to individual perfor- A. theft of money from the employer
mance, not team dynamics B. persistent lateness at work

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1.1 HUMAN RESOURCE MANAGEMENT 142

C. failing to carry out responsibilities eff 1307. The stage of discussion before a union
ectively workers’ strike occurs is known as which
D. an employer failing to pay a worker on of the following?
time A. Labor unions
B. Equal opportunity talks
1302. Which of the following is/are the
employment-regulating legislation in C. Affirmative action
Malaysia? D. Collective bargaining

NARAYAN CHANGDER
A. Employment Provident Fund Act 1951 1308. What does it means by relation be-
B. Malaysian Penal Code tween organization with outside parties?
A. Organization relations
C. Employees’ Social Security Act 1969
B. Internal relations
D. Employment Act 1955
C. External relations
1303. AI in hospitality focuses on the effects D. Customer relations
on the
1309. Which techniques do not use the partici-
A. employee pants as a learning center?
B. consumer A. Management game
C. manager B. Coaching
D. HRM C. Role play
D. Workshop
1304. The firm physically moves some of its
operations out of the home country is 1310. When an enterprise has excess employ-
called ees, its personnel plan is:
A. Export Operations A. Natural attrition
B. Subsidiaries B. Early retirement
C. B and C C. Transfers

D. Joint Ventures D. Downsizing

1311. Which of these factors is not included in
1305. The termination technique where there environmental scanning?
is no longer a position for an employee is
called A. Political and legislative issues
B. Economic factors
A. redundancy-voluntary
C. Technological changes
B. redundancy-involuntary
D. Internal SWOT
C. retrenchment
1312. HR manager ensures that different de-
D. resignation
partments and groups work in harmony.
1306. Whose responsibility is it to co-operate A. procurement
on Health & Safety issues? B. control
A. Employer C. coordination
B. Employee D. maintenance

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1.1 HUMAN RESOURCE MANAGEMENT 143

1313. the procedures of HRM in the correct se- 1317. What are the conclusions of research on
quence is the role of work groups?

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A. Recruit, Retain, Train A. Psychological factors have no influ-
B. Train, Recuit, Retain ence in the research
C. Recruit, Train, Retain B. Changes in physical working condi-
tions have no direct relationship with out-
D. none of above
put
1314. During every project team meeting, the C. Workgroups can have a negative influ-
project manager asks each team member ence on individual productivity
to describe the work he or she is doing,
D. Good social interaction increases pro-
and the project manager assigns new activ-
ductivity
ities to team members. The length of these
meetings has increased because there are 1318. What is employee recruitment?
many different activities to assign. This
could be happening for all the following A. The process of attracting qualified in-
reasons EXCEPT: dividuals to apply for the job

A. Lack of a WBS B. The process of training employees

B. Lack of a responsibility assignment C. The process of selecting employees
matrix that have been accepted as qualified em-
ployees
C. Lack of resource leveling
D. The process of hunting for jobs
D. Lack of team involvement in project
planning 1319. HRM functions exist to:
1315. Questionnaires developed for the pur- A. ensure the business does not break
pose of job analysis are always structured the law
in the form of checklists so that the in- B. represent workers’ opinions
formation can easily be entered into a
database. C. ensure human resources are used ef-
fectively
A. TRUE
D. ensure managers do not have too
B. FALSE much power
Explanation:Explanation:Questionnaires
range from being highly structured to 1320. The MOST common causes of conflict on
open-ended, and most fallbetween the a project are schedules, project priorities,
two extremes. Most questionnaires in- and:
clude several open-ended questions as
A. Personality
well asstructured questions.
B. Resources
1316. StreamCorp intentionally adopts prac-
C. Cost
tices that will decrease the chances that
employees will want to unionize. One of D. Management
those practices is likely to promote em-
ployees from without. 1321. Governments attempt to ensure that all
individuals have an equal opportunity for
A. True employment, regardless of race, color, re-
B. False ligion, age, etc

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1.1 HUMAN RESOURCE MANAGEMENT 144

A. True C. achievement test

B. False D. performance test
1322. Which of the following activities is part 1327. Human relation approach refers to
of the selection and staffing process?
A. An approach in which workers are fa-
A. Conducting employee performance re- cilitated with humanity at the workplace.
views
B. A shared teamwork between the em-
B. Managing employee benefits

NARAYAN CHANGDER
ployee and the employer for solving prob-
C. Screening and shortlisting candidates lematic issues.
D. Providing employee coaching and men- C. Forming a group of people on the work
toring front so as to inspire them to work collec-
tively for the company’s growth in terms
1323. Which of the following is concerned with
of social, economic, and psychological pro-
supporting business processes by means
ductivity.
of training, recruitment and performance
management? D. None of the above
A. Relational
1328. Monetary payments that are subject to
B. Selection EPF contribution are
C. Operational A. Salaries
D. Performance management B. Overtime payments
1324. A(n) gives an employee a higher- C. Incentives
level job with more authority, responsibil-
D. Travel allowances
ity, and pay
A. evaluation 1329. A compensation arrangement in which
B. raise employees are paid a portion of the com-
pany’s profits:
C. promotion
A. profit sharing
D. transfer
B. wages
1325. Which is least likely be considered when
doing workforce planning C. benefits

A. Historical data and trends D. none of the above

B. Budgets 1330. Any time a firm adds a green initiative
C. Labour turnover rates to its workplace, it can use the event to
D. Leadership style generate positive public relations and at-
tracts better employees. Name the term.
1326. When Aminah is tested on questions A. Improved Public Image
that she had learnt during college, she is
doing B. Public Relations
A. intelligent test C. Increased Business Opportunities
B. aptitude test D. Employee Apathy

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1.1 HUMAN RESOURCE MANAGEMENT 145

1331. It is the assessment of an employer’s B. HR planning involves creating a budget

current staff to ascertain if any current em- for the human resources department and
ployees are sufficiently skilled or qualified has no impact on the overall strategy of

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to perform required job vacancies. the organization.
A. External recruitment C. HR planning is solely the responsibil-
B. Internal recruitment ity of the HR department and does not in-
volve other departments or contribute to
1332. An employee takes a shortcut to com- the overall strategy.
plete a task at work. The result of this
action is poorer customer service. This is D. HR planning involves identifying and
an example of? addressing current and future human re-
source needs within an organization. It
A. Workplace efficiency contributes to the overall strategy by en-
B. Serice exceeding company expecta- suring that the right people are in the right
tions roles at the right time to achieve organiza-
tional goals.
C. Deficiency of knowledge
D. Deficiency of execution 1337. True/False:Incentives are not only to
encourage good work, but also used as
1333. A high labour turnover could imply a
consequences for poor work, like getting
happy and contented work force.
fired.
A. True
A. True
B. False
Explanation:A high labour turnover is of- B. False
ten indicative of an unhappy workforce
1338. Which is a more time consuming phe-
1334. Choose Job Evaluation Method nomenon
A. Ranking Method
A. Recruitment
B. Classification Method
B. Selection
C. Factor Comparison Method
C. Depends on the profile
D. Point Method
D. Depends on the company structure
1335. TQM’s major emphasis is on
A. Product quality 1339. degree appraisal describes an appraisal
B. Company profitability involving collecting feedback about an em-
ployee’s job performance from peers, line
C. Customer delight managers and subordinates.
D. Employee training
A. True
1336. What is HR planning and how does it B. False
contribute to the overall strategy of an or- Explanation:360-degree appraisal de-
ganization? scribes an appraisal involving collecting
A. HR planning is only focused on hiring feedback about an employee’s job per-
new employees and does not consider the formance from peers, line managers and
current workforce. subordinates.

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1.1 HUMAN RESOURCE MANAGEMENT 146

1340. All of the following are most likely 1344. Which of the following would be the
strategic benefits of training EXCEPT most effective training method to use for
an employee who needs to learn about the
A. increased morale
latest technology trends for today’s mod-
B. higher retention rate ern office?
C. more employee satisfaction A. on-the-job training
D. improved orientation programs B. coaching

NARAYAN CHANGDER
C. mentoring
1341. Job specification is
D. conference or seminar
A. written statement on information such
as organization chart 1345. The process of defining the way work
B. written statement that summarizes will be performed and tasks that will be
the personal qualities, traits, skills, and required in a given job
qualifications required to do the job A. Job analysis
C. Written statement on general nature B. Job design
of the job, and includes its main activities. C. Development
D. Written statement that define the lim- D. Training
its of the jobholder’s authority, including
decision making authority 1346. Below are the role of human resource
management EXCEPT
1342. What refers to the administrative spe-
A. Employee Relation
cialization that focuses on hiring and devel-
oping employees to become more valuable B. Coordinator
to the company? C. Facilitator
A. Personnel management D. Medium
B. Professional development 1347. HRM can be most comprehensively de-
C. Human development fine as a series of activities focused on
D. All answers are correct A. working towards strong communica-
tion with staff
1343. In the Boeing example discussed in class, B. obtaining, training and maintaining an
the primary reason for the large differen- effective workforce
tial between the consultant engineer (the
highest level) and the advisor engineer C. strong leadership
(the level below consultant) was: D. strategic planning
A. the consultant engineer job adds the 1348. A defined contribution plan in which pre-
most value to the company tax dollars are invested in a bundle of in-
B. Employee perceptions of whether or vestments
not their compensation is fair A. 401 k plan
C. Valuation discrimination B. Compensation
D. Treatment discrimination C. bonus
E. All of the above D. incentive based payment

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1.1 HUMAN RESOURCE MANAGEMENT 147

1349. Predictive validation is an ideal case Management uses collective bargaining

of criterion-related validity and it is ac- contracts
cordingly most often used in organizations

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D. Personnel Management is modern,
when attempting to demonstrate the valid- while Human Resource Management is
ity of a selection method. True or False? traditional
A. True
1353. Discrimination is any practice that
B. False
makes distinctions between individuals or
1350. Supervisors might use this to prevent groups to disadvantage some and advan-
boredom, keep morale high and teach a va- tage others. People can also be indirectly
riety of work experiences discriminated against if certain attributes,
such as parental status, religion, race or
A. job rotation impairment, make them less able or even
B. performance appraisal unable to participate in an activity.
C. orientation A. Truce
D. separation B. False
1351. Which of the following laws prohibits 1354. This law defines the employment rela-
discrimination in hiring, dismissal, or pro- tionship between an employee and an em-
motion on the basis of race, color, gender, ployer.
religious beliefs, or national origins?
A. Fair Labor Standards Act of 1938
B. Age Discrimination in Employment Act
of 1967
C. Americans with Disabilities Act of
1990
D. Civil Rights Act of 1964
A. Americans with Disabilities Act
1355. The major risks associated with out-
B. Civil Rights Act sourcing human resource functions include
C. Fair Labor Act
D. Age Discrimination Act

1352. What is the main difference between

Personnel Management and Human Re-
source Management?
A. Personnel Management is a routine
A. cost overruns, loss of quality, difficulty
function, while Human Resource Manage-
coordinating activities
ment is a strategic function
B. Personnel Management focuses on di- B. litigation, loss of quality, responsibility
rect communication, while Human Re- for superannuation
source Management focuses on indirect C. cost overruns, industrial problems, dif-
communication ficulty coordinating activities
C. Personnel Management uses individ- D. cost overruns, litigation, loss of direct
ual contracts, while Human Resource customer contact.

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1.1 HUMAN RESOURCE MANAGEMENT 148

1356. What is the process by which internal 1361. The key questions to be asked when
recruitment is accomplished? developing an international HRM policy is
A. Walk-Ins and Unsolicited Applicants
A. who is going to coordinate the HRM
B. Job Posting
functions?
C. The Word-of-Mouth System B. what type of organisation is desired?
D. Advertising Media C. how can cross-boarder training be de-

NARAYAN CHANGDER
signed?
1357. Which of the following is not one of the
3 levels of management? D. when should the HR manager begin de-
veloping HR policies?
A. beginner
B. lower 1362. Job Specification is a statement of
A. Minimum qualification required for a
C. middle
job
D. top
B. Technical job requirement
1358. What is/are the motivation/s for staff C. Machines to be used
A. Salary D. None of these
B. Welfare 1363. OpTech and an employee are in a dis-
C. New Skills pute that they have been unable to resolve.
They have taken their case to Pat Mar-
D. All the Above gen, a retired judge, and have agreed to
abide by Margen’s decision. This scenario
1359. Ability of company to survive and suc- describes arbitration.
ceed in dynamic competitive environment.
A. True
A. SOCIETY FOR HUMAN RESOURCE
MANAGEMENT B. False

B. OUTSOURCING 1364. Conscientiousness is related to job per-

formance across all job types. True or
C. SUSTAINABILITY
False?
D. STRATEGIC HUMAN RESOURCE MAN- A. True
AGEMENT
B. False
1360. Which term describes the process of
1365. At the bottom of Maslow’s pyramid or
analyzing and identifying the needs and
hierarchy of needs are needs.
availability of HR required by an organi-
zation to meet its objectives? A. self-actualization
A. Recruitment and Selection B. esteem
B. Human Resource management C. safety

C. HR Planning D. physiological

D. Strategic human resource manage- 1366. What is the main objective of job evalu-
ment ation?

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1.1 HUMAN RESOURCE MANAGEMENT 149

B. Dealing with and responding to com-

municationsfrom employees (benefits,
policy, safety, )

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C. Collective bargaining and contract ad-
ministration
A. It is not compulsory D. Systems for keeping trackof employ-
B. To define satisfactory wage and salary ees’ earningsand benefits
differentials 1371. Who among the following has the re-
C. Job is rated before the employee is ap- sponsibility for employee welfare?
pointed to occupy A. Employers
D. None of the above B. Central government
1367. It is the organizing, coordinating, and C. State government
managing employees within an organiza- D. All of the above
tion to carry out an organization’s mission,
vision, and goals 1372. Which of the following is an example of
a service firm?
A. Performance Management
A. Cotton mill
B. Training and Development
B. Juice factory
C. Human Resource Management
C. Mine
D. Employee Relations
D. Landscape company
1368. The first step in organizing a training
program is 1373. According to the text, why is it impor-
tant for strategies at different levels to
A. Set learning objectives inter-relate in a global company?
B. Identify training needs A. To ensure consistency and alignment
C. Design the program between different levels of strategy.
D. Evaluate the program B. To facilitate effective communication
and coordination between different levels
1369. the involvement of employees in the of the organization.
running of an industry, factory, company,
C. To maximize the organization’s com-
etc.
petitive advantage in the global market.
A. Strikes
D. To adapt to the complex and iterative
B. Go-Slow nature of strategic HRM.
C. Industrial Democracy
1374. The recruitment process that does not
D. Deadlock pay attention to skills but based on inter-
E. Industrial Action ests is
A. Leasing
1370. What should be done to maintain posi-
tive employee relations? B. Nepotism

A. Preparing and distributing employee C. Employee Organizations

handbooks and policies D. Open House

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1.1 HUMAN RESOURCE MANAGEMENT 150

1375. Joseph has recently been hired by a 1380. This approach is also called the problem-
car manufacture company. Which training solving mode
method will most likely be used to train A. Confrontation
Joseph?
B. Compromise
A. apprenticeship training
C. Smoothing
B. role playing
D. Forcing
C. internship
1381. An employee loses their job due to their

NARAYAN CHANGDER
D. E-learning position is no longer needed, through no
1376. Which of the following is an example of fault of their own. This is known as
fixed fringe benefit? A. Dismissal
A. hazard pay B. Severance pay
B. honorarium C. Unfair dismissal
C. clothing allowance D. Redundancy
D. none of above 1382. Indirect competitor is another important
external factor in planning.
1377. When are employee performance ap-
praisals typically done? A. True
A. Annually B. False

B. Weekly 1383. Below is the management demand of in-

ternationalization EXCEPT:
C. Everytime
A. Ethinicity
D. Monthly
B. Host-Country demand
1378. Discover how well their expectations C. National-cultures and language
match realities within the organization.
Where differences exists, socialization oc- D. Geographical dispersion
curs to imbue the employee with the orga- 1384. What is Development?
nization’s standards.
A. The process throughwhich the orga-
A. Metamorphosis Stage nizationseeks applicants forpotential em-
B. Encounter Stage ployment
C. Prearrival Stage B. The process by which theorganiza-
tion attempts toidentify applicants with-
D. none of above
the necessaryknowledge, skills, abilities,
1379. Which function of the management pro- that willhelp the organizationachieve
cess includes selecting employees, setting its goals
performance standards, and compensating C. The acquisition ofknowledge, skills,
employees? andbehaviors thatimprove anemployee’s
A. organizing ability tomeet changes in jobrequirements
and incustomer demands
B. planning
D. A planned effort toenable employees
C. motivating tolearn job-relatedknowledge, skills, and-
D. staffing behavior

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1.1 HUMAN RESOURCE MANAGEMENT 151

1385. What is the key principle for getting 1391. The DAP has 4 main activities:Training,
benefits from training? Evaluation, Rewards, Selection. Which
of the following is categorized under re-

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A. Relationship and Systematic Thinking
wards?
B. Partnership and Systematic Process
C. Friendship and Romantic
D. Chip and Dale
1386. Offshoring is the term used to describe
the relocation of business operations back
to their country of origin, after having orig-
inally moved overseas, on account of cost
reasons.
A. Responsibilities
A. True
B. Finding needs
B. False
Explanation:The term is re-shoring C. Applications
D. Goals
1387. Timely and accurate communications are
not essential for high-performance work 1392. A configuration comprising various sep-
systems to succeed arate business units either internal or ex-
A. True ternal refers to which transformation of
the organization?
B. False
A. Re engineering work process
1388. Type of pay system where the employee
B. Establishment of virtual team
wage is based on some percentage of sales
A. Hourly Wage C. Establishment of organization memory

B. Piecework System D. Establishment of organization job net-

work
C. Commission Plan
D. Salary 1393. Employee Value Proposition is
A. A unique set of offerings and values
1389. What is a perk of good human resource that positively influence targeted candi-
management? dates
A. It sets your company apart from others
B. Salary offered to a newly joined em-
(Happy Employees)
ployee
B. Unhappy employees
C. Number of permanent employees in an
C. Less work getting done organization
D. Off task employees D. Value of an employee in job market
1390. Job analysis is defined as the process 1394. Which process is done first?
of listing duties, responsibilities, reporting
relationships and working conditions of a A. Induction
job. B. Recruitment
A. True C. Man power planning
B. False D. Selection

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1.1 HUMAN RESOURCE MANAGEMENT 152

1395. Which measures are prescribed under B. training impact on organization

labour laws? C. how much employees have changed
A. Voluntary due to training
B. State Government D. the knowledge gained by trainees
C. Statutory 1401. Which skills are included in Relationship
D. Trade unions. building skills?
A. Relationship building with customers,

NARAYAN CHANGDER
1396. What is the first step in the training and
partners,
development process?
B. Teaming (offline & online)
A. determine specific Training needs
C. Collaboration
B. establish specific Training objectives
D. Co-creativity & brainstorming
C. Evaluate the training program
E. Oral and written communication
D. Implement the training program
1402. It is a group activity in which partic-
1397. a measure of specific abilities and a test ipants generate possible solutions to a
of the applicant’s inclination to succeed problem.
A. mental ability test A. Learning
B. IQ test B. Leadership
C. aptitude test C. Team-building
D. personality test D. Brainstorming
1398. To look for people to hire and attract 1403. Job evaluation is based on the:
them to a business: A. Complexity of the job to perform
A. delegate B. Conceptual skill required by the job
B. mentor C. Relative job worth for an organization
C. freelance D. Physical skills required by the job
D. recruit
1404. Training is designed to provide learners
1399. Which concept(s) indicate(s) the need with the knowledge & skills needed for the
for employee involvement in an organiza- long-term focus.
tion? A. TRUE
A. Top-down decision-making only B. FALSE
B. Delegation, participative management, 1405. can be defined as a written record of
and work teams the duties, responsibilities and conditions
C. Isolation and independent work cul- of job.
ture
D. Unilateral goal setting by management

1400. Cost and benefits analysis is used to

measure
A. reaction to training

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1.1 HUMAN RESOURCE MANAGEMENT 153

A. Job description 1409. Which of the following best defines line

B. Job specification authority?

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C. Job profile A. Management over a small staff in a
D. None of the above public firm
B. Management with flexible decision-
1406. Human resource management is
making powers
A. Supervising, monitoring, controlling,
and disciplining employees in order to C. A manager’s right to advise other man-
achieve organizational goals efficiently agers or employees
and effectively.
D. A manager’s right to issue orders to
B. The designing of organizational sys- other managers or employees
tems to ensure that human talent is used Explanation:Explanation:D) Line authority
effectively and efficiently to accomplish is a manager’s right to issue orders to
organizational goals. other managers or employees, which cre-
C. The efficient and effective use and co- ates a superior-subordinate relationship.
ordination of human capital to ensure the Staff authority refers to a manager’s right
profitability and long-term sustainability to advise other managers or employees,
of the organization. which creates an advisory relationship.
D. The design of the interface between
the human capital of the firm and its tech- 1410. No HR professional can succeed if one is
nological and financial capital in order to good in interactive skills.
efficiently and effectively reach organiza- A. True
tional goals
B. False
1407. What does the superannuation guaran-
tee rate mean? 1411. The intrinsic and extrinsic factors that
A. An employee is entitled to this percent- stimulate people to take actions that lead
age of his or herannual wage to be placed to achieving a goal
into a superannuation account.
A. Training
B. Superannuation is guaranteed to make
this rate of interest. B. Motivation
C. It is the level of superannuation a per- C. Learning and Development
son needs to have to retire.
D. Growth
D. It is the rate of savings an employee
needs to have.
1412. What is job analysis?
1408. Which is an example of an ethical
A. An organized system of jobs organized
dilemma that human-resources managers
in a systematic manner.
may encounter?
A. Developing a pay scale for employees B. An analysis of jobs within the country
B. Promoting a qualified employee C. An analysis of jobs comparing other
C. Recruiting job candidates online firms.
D. Hiring a friend and family member D. The process of becoming a job analyst.

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1.1 HUMAN RESOURCE MANAGEMENT 154

1413. This required benefit is set at 6.2% that C. Motivation of individuals; planning
both the employee and employer must pay D. Planning; development
to prepare for retirement.
A. Workers Compensation 1418. Which is not the main reason for train-
ing?
B. Social Security
A. There are frequent transfers within
C. Unemployment Compensation
the organization.
D. Medicare
B. There is a new policy change.

NARAYAN CHANGDER
1414. The activity that presents a prime op- C. A new work process has been
portunity to expand the knowledge base changed.
of all employees is?
D. Inefficient personnel
A. Promotion
B. Workplace training 1419. What can happen if the employees of
the new business are unhappy and unmo-
C. Retention
tivated?
D. Union participation
A. The business could make more money.
1415. Which of the following is NOT a consid- B. The business could lose money and
eration when recruiting and selecting em- fail.
ployees according to the segment?
C. The business could make customers
A. Desired job abilities happy.
B. Approval requirements for work visa D. The business could borrow more
C. Employee background checks money.
D. Living at the ‘home base’
1420. An HR manager consults with an em-
1416. In human resource planning, human re- ployee about her continuing education op-
source planning that is formulated to main- tions
tain the vacancies that the organization A. Staffing
may generate in the medium and long term
B. Employee Relations
is called
A. Manpower allocation planning C. Compliance

B. Deployment planning D. Training and Development

C. Promotion planning E. Compensation and Benefits
D. Recruitment planning 1421. What is the main purpose of recruitment
and selection for a business?
1417. The field of organizational behaviour ex-
amines such questions as the nature of A. Attracting and selecting the best can-
leadership, effective team development, didates for job posts
and B. Set the requirements, qualifications,
A. Interpersonal conflict resolution; moti- expertise, skills, and personal character-
vation of individuals istics required by an employee
B. Organisational control; conflict man- C. Ensure there is some production from
agement worker whilst they are training

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1.1 HUMAN RESOURCE MANAGEMENT 155

D. Protect employees from dangerous C. To provide guides in operations-based

machinery, safety clothing and equipment, compensation determination
hygiene conditions, and medical aid

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D. To improve organizational culture
1422. what is other name for hrm specialist?
A. human capital manager 1428. What is this Function of HRM

B. welfare officer A. Compensation

C. personnel manager B. Dictating
D. human resource manager C. Training
1423. Piecework may be inappropriate where D. Meeting
technology changes are frequent
A. True 1429. What is the primary goal of human re-
source management in an organization?
B. False
A. Maximizing profits
1424. HRM is a
A. Staff function B. Ensuring employee satisfaction

B. Line function C. Reducing operational costs

C. Staff function, line function, account- D. Increasing market share tags130.142
ing function
D. All of the above 1430. HR Planning involves four distinct
phases ONE of these stages is
1425. Mention 3 benefits of Human Resource
Management: A. business scanning

A. Achieve Company goals B. Forecasting human resource records

B. Save time and costs C. Organization development
C. Achieve Company goals D. planning
D. Make things difficult for your boss
1431. Recruitment is the process of searching
1426. Which of the following correctly lists the out and hiring qualified job applicants.
needs of consumers which should be at-
tempted to be met? A. True
A. Physical, social, psychological B. False
B. Physical, psychological, economic
1432. The expert judgment method in the hu-
C. External, internal, social
man resource demand forecasting method
D. External, internal, psychological is also called
1427. What is the primary purpose of Orienta- A. Regression analysis method
tion in Human Resource Management?
B. Empirical prediction method
A. To introduce new employees to their
jobs, co-workers, and the organization C. Delphi method Markov analysis
B. To enhance interpersonal acceptance D. none of above

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1.1 HUMAN RESOURCE MANAGEMENT 156

1433. In order for termination to happen the C. placement

HR must do the following: D. none of above
A. Make sure to include reasons for the
termination. 1438. In the Philippines, the Occupational
Safety and Health Standards was first for-
B. Make sure that the company is in com- mulated in what year?
pliance with Federal and State labor laws.
A. 1970
C. Battling into court for a reason why the
B. 1978

NARAYAN CHANGDER
employee is being let go.
D. There is a form available for the em- C. 1989
ployee to sign on their last day. D. 2018
E. Electronics or other supplies that were
1439. The most basic or lowest-level need in
issued to the employee should be re-
Maslow’s hierarchy of human motives in-
turned and verified.
cludes the need for:
1434. Which of the following organization has A. self-esteem.
relatively higher labour turnover
B. love and friendship.
A. School
C. religious fulfillment.
B. Burger King
D. food and water.
C. Law firm
1440. The most common approach to expatri-
D. Government
ate pay is the approach to pay a
1435. The diagram that shows all positions in
an organisation is
A. flow chart
B. succession chart
C. organization chart
D. succession diagram

1436. the relocation of business processes and

services to a lower-cost foreign location A. home salary in home currency
particularly white-collar, technical, profes- B. a salary similar to similar jobs in host
sional, and clerical services country and in host country currency
A. Outsourcing
C. a balance sheet approach which will
B. Offshoring ensure present standard of living
C. Teleworking D. a lower salary than host country na-
D. Flexitime tionals so as to not anatagonize the labor
unions
1437. The following function is not an aspect
of procurement as an HR function 1441. When there are many kinds of job va-
cancies and there are enough job seekers
A. Recruitment in a certain area, which of the following
B. Compensation recruitment methods should be used

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1.1 HUMAN RESOURCE MANAGEMENT 157

A. Newspaper 1446. ‘Design the training programme’ be-

B. Radio and TV longs to step number ?

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C. Magazine A. 2

D. Promotional materials on the recruit- B. 3

ment site C. 4
1442. What’s the 7th process of the Human D. 5
Resource Management (HRM) process.
1447. What is the focus of Human Resource
A. Career development Management
B. Compensation and benefits A. Primarily on mundane activities like
C. performance management employee hiring, remunerating, training,
and harmony
D. Orientation
B. Treat manpower of the organization as
1443. When an international firm follows a valued assets, to be valued, used and pre-
strategy of choosing only from the nation- served
als of the parent country, it is called
C. Division of labor
A. polycentric approach
D. Trasformational
B. geocentric approach
1448. An appraisal which takes place on an
C. ethnocentric approach
on-going basis to enable employees to im-
D. None of the above prove their job performance is a:
1444. What are the key factors to consider A. Formative appraisal
when selecting candidates for a job? B. Summative appraisal
A. Qualifications, experience, skills, cul- C. 360-degree feedback
tural fit, and potential for growth
D. Self-appraisal
B. Favorite color, zodiac sign, and shoe
size 1449. Union become a party when dealing
C. Hair color, height, and favorite sports with the company
team A. First
D. Number of social media followers, fa- B. Second
vorite TV show, and favorite food
C. Third
1445. Mathis and Jackson claim that is the D. Fourth
design of formal systems in an organiza-
tion to ensure the effective and efficient 1450. Companies may transfer the responsibil-
use of human talent to accomplish organi- ity of their salary pay-out to an outside
zational goals. company. This is referring to
A. HRM A. outsourcing
B. Training B. markov analysis
C. Recruiting C. employee leasing
D. Selection D. bottom up approach

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1.1 HUMAN RESOURCE MANAGEMENT 158

1451. Which of the following is not a step to 1456. Which of the following does not belong
establish pay rates? to the group?
A. Conduct a job evaluation A. Money
B. Compare pay grades to similar busi- B. Promotion
nesses in different parts of the country C. Expertise
C. research through market analysis D. Power
D. perform a job analysis and job evalua- 1457. What are the objectives of Human Re-

NARAYAN CHANGDER
tion source Management?

1452. degree feedback is part of the Perfor- A. To ensure workplace safety

mance Appraisal measurement method? B. To maintain a happy and productive
workforce
A. Future Oriented
C. To comply with rules and regulations
B. Past Oriented
D. All of the above
C. Presence Oriented
1458. Deciding what to audit depends largely
D. Social Oriented
on the perceived in the organization’s
HR environment
1453. Where would you usually find a sum-
mary of the work history of a prospective A. Policies & Practices
employee? B. Implementation
A. CV/Resume C. Weakness
B. Person specification D. Process
C. Job description 1459. HR is important so that companies
D. none of above would have unfair labor practices.
A. True
1454. The process of assessing the perfor-
B. False
mance of staff is called:
A. Disciplinary Action 1460. Quality-driven leadership leads to

B. Appraisal A. unhappy employees

B. break down of the team
C. Training
C. employee layoffs
D. Staff welfare
D. a competitive edge
1455. The department responsible for antici-
1461. HR manager conducts performance ap-
pating future staffing needs of an organ-
praisal, examines personnel records and
isation is
personnel audit.
A. HR Planning A. coordination
B. HR Strategy B. planning
C. HR Marketing C. control
D. HR Recruitment D. directing

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1.1 HUMAN RESOURCE MANAGEMENT 159

1462. is the personnel activity by means 1466. Is the process of finding candidates, re-
of which the enterprise determines the ex- viewing applicant credentials, screening
tent to which the employee is performing potential employees and selecting employ-

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the job effectively ees for an organization.

A.

B.

C.

A. Job evaluation
B. Work evaluation D.
C. Performance evaluation
D. None of the above 1467. Hera is the HR Manager of Company X.
the company has been in existence for 10
1463. while directing HR managers
years, but this is the only time that they
A. instruct the employees will have a job description for the role of
B. guide the employees machine operator. Management required
C. terminate the employees HR to review the roles and come up with
job description to align the employees into
D. monitor the performance of the em- the role and to also assess their salaries.
ployees to achieve predetermined goals. How should Hera conduct the job analysis
E. monitor the performance of the direc- to be able to come up with the appropriate
tors to achieve predetermined goals. job description?
1464. Each person should be paid fairly, in line A. Hera can just get job description from
with his or her effort, abilities, and train- the internet for he role of machine opera-
ing refers to tor.
A. adequate B. Hera can use AI to get the job descrip-
B. equitable tion for the role of machine operator.

C. reward C. Hera needs to send job questionnaire

to employees performing the role. She
D. Compensate should also need to do an observation of
1465. HR professional needs this skill because how the employees are doing the job. She
he is the paragon of orderly and seamless should also interview the employees do-
organization. ing the job to clarify the tasks their are
doing or the response they have provided
A. Dedication to continuous improvement
in the job questionnaire.
B. Organization
D. Hera can ask any of the machine opera-
C. Trust and Confidence tor to list their tasks and submit the same
D. Negotiating and problem-solving to the management as the job description.

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1.1 HUMAN RESOURCE MANAGEMENT 160

1468. Pablo wants to figure out likely fu-

ture employment needs for Slate Indus-
tries by examining past organizational em-
ployment needs of the company. This is an
example of
A. job analysis
A. ratio analysis
B. employment contract
B. succession planning
C. job description

NARAYAN CHANGDER
C. qualification inventory
D. appraisal
D. trend analysis
1473. Employee welfare helps to improve in-
1469. What is meditation? dustrial relations and industrial peace.
A. A third party that gives advise but does A. True
not impose it
B. False
B. The process of shutting down the busi-
ness 1474. When did human resource management
begin to evolve?
C. Not doing anything
A. Around the year 1900
D. A third party that solves the problem
B. In the 1960s
1470. Techniques used by the human resource C. In the 1990s
planners are:
D. In the late 1970s
A. Statistical method
1475. Refers to the test for general knowl-
B. Judgmental method
edge.
C. Both statistical and judgmental meth-
A. Mental Ability Test
ods
B. Personality Test
D. None of the above.
C. Aptitude Test
1471. what is the principle to organized man- D. Intelligence Quotient Test
ufacturing operations?
A. managers should ensure the most suit- 1476. What is a crucial aspect of workforce di-
able worker was chosen to do each job versity that affects an organization’s com-
petitiveness?
B. to make sure the worker knows how to
A. Homogeneous work environments
respect the management
B. Exclusion of varied ethnic backgrounds
C. managers should find the best way to
do each particular job for which they are C. Striving for uniformity in gender repre-
responsible sentation
D. managers should train the workforce D. Leveraging diverse viewpoints for in-
on how to implement the best way of do- novation and decision-making
ing the job
1477. Which is not the goal of personnel eval-
1472. is a document that outlines the roles, uation in an organization?
tasks and responsibilities of an employee A. A. To pay appropriate compensation.

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1.1 HUMAN RESOURCE MANAGEMENT 161

B. v. To be like other people do. 1482. The utilization of individuals to achieve

C. A. To allow employees to advance. organizational objectives is known as

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D. none of above A. human resource planning
1478. From the following, Which is a Quality B. human resource staffing
of a good leader
C. human resource management
A. Intelligences and Technical Knowledge
B. Initiative D. human resource leadership
C. Decisiveness
1483. can be defined as a written record of
D. All of the above
the duties, responsibilities and conditions
1479. What is one of the principles of manage- of job.
ment according to Henri Fayol?
A. Job description
A. Identify management principles that
are still relevant in the modern world of B. Job specification
work
C. Job profile
B. Recognize the influence of Taylor’s
ideas on management thinking D. None of the above
C. Efficiency is a top priority
1484. What is one of the methods of employee
D. Reduce wasted time
retention?
1480. The DAP has 4 main activities:Training,
A. to practices, rules, and strategies
Evaluation, Rewards, Selection. Which
of the following is categorized in assess- B. cooperate with your manager and co-
ment? workers

C. volunteering in a company

D. none of above

1485. Whom does Human relation approach

refer to?

A. Responsibilities A. Worker, who should be given humanly

treatment at work.
B. Finding needs
C. Applications B. Mutual cooperation between employer
and employee in solving the common prob-
D. Goals
lems.
1481. What is the function of the Union?
C. Integration of people into a work situa-
A. To negotiate with the management tion that motivates them to work together
B. To sell the product to achieve productivity and also economic,
C. To deal with the shareholders psychological and social satisfaction.

D. To make decision for the company D. None of the above.

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1.1 HUMAN RESOURCE MANAGEMENT 162

1486. What defines the human resource plan- 1489. A business’s human resources depart-
ning process? ment is responsible for coordinating the
for employees.
A. performance evaluations
B. sales promotions
C. information systems
D. purchase orders

NARAYAN CHANGDER
1490. To is to look for people to hire and
attract them to the business.
A. turnover
B. terminate
C. spy
A. From observation
D. recruit
B. From maintaining and improving the
good image of the company 1491. What is the difference between recruit-
C. From the comparison of demand and ment and selection?
supply:With the data obtained from the
A. Recruitment is the process of attract-
forecasts of demand and supply, the au-
ing potential candidates to apply for a job,
thorities compare the figures quantita-
while selection is the process of choosing
tively and qualitatively
the most suitable candidate from the pool
D. Of all the above of applicants.
1487. Which of the following are types of di- B. Recruitment is the process of training
versity training? employees, while selection is the process
of evaluating their performance.
A. Equal employment and affirmative ac-
tion C. Recruitment is the process of promot-
ing employees, while selection is the pro-
B. Process and behavior
cess of demoting them.
C. Awareness building and skill building
D. Recruitment is the process of hiring
D. Conventional and nonconventional employees, while selection is the process
of firing them.
1488. Ineffective staff training initiatives
have seen employees in a business fail to
1492. The Human Resource Manager inter-
achieve set sales targets for the past two
views those potential candidates who ap-
months. Which indicator is this reflective
ply the job. This is the process of
of?
A. Benchmarking of key variables A. HR planning

B. Level of absenteeism B. selection

C. Corporate culture C. recruitment
D. Worker satisfaction D. annual review

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1.1 HUMAN RESOURCE MANAGEMENT 163

1493. An HR manager performs background 1498. Which skills are included in Global oper-
and reference checks on a potential candi- ating skills?
date.

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A. Ability to manage diverse employees
A. Staffing B. Foreign language skills
B. Compensation and Benefits C. Understanding international markets
C. Training and Development D. Ability to work in multiple overseas lo-
cations
D. Compliance
E. Cultural sensitivity
E. Employee Relations
1499. Misrepresentation is
1494. Below are the software of global human A. employee is dismissed because provid-
resource information system EXCEPT ing the false information to the employer
A. Oracle B. employee is being hired because of
B. SAP his/her abilities and qualifications
C. employee is being interviewed by the
C. SUP
employer to secure the position
D. Success factor D. employee is being checked by em-
ployer by calling his/her past employers.
1495. HR role during and after merger & ac-
quisition is to identify leaders from both 1500. True or false:All employees make an im-
the companies for effective implementa- pact on a business.
tion, transition and communication of the A. True
same to employees
B. False
A. True
1501. HR functions include:(Select multiple is
B. False
necessary)
1496. Below are the Human Resource Manage- A. Advisory function
ment Functions except: B. Integration function (Operative)
A. Staffing C. Procurement function (Operative)
B. Human Resource Development D. Directive function (Managerial)
C. Safety and Health 1502. Whose responsibility is it to pay at least
the minimum wage and to provide a writ-
D. Financial Stability
ten pay slip?
1497. a training that gives employees the op- A. Employer
portunity to experience other tasks that B. Employee
require the same skills
1503. A groups of employees that work to-
A. mentoring gether on a task and are primarily con-
B. job rotation cerned with the work done by the orga-
nizations, such as developing and manu-
C. coaching
facturing new products, providing services
D. total quality management for customers is called

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1.1 HUMAN RESOURCE MANAGEMENT 164

A. Work Team C. A higher degree of knowledge on man-

B. Virtual Team agement practices and processes, a great
knowledge of human psychology and so-
C. Problem Solving Team cial relations, a college professor
D. None of the above D. A higher degree of knowledge on man-
1504. It aims to improve current work skills agement practices and processes, a great
and behavior. knowledge of human psychology and so-
cial relations, a community relations offi-

NARAYAN CHANGDER
A. Development cer
B. Training
1509. What does position switching training
C. Appraisal
mean?
D. Selection
A. Internal Recruiting
1505. Strategic HR is output driven rather B. Cross-training
than input oriented.
C. Paying for Performance
A. TRUE
D. External Recruiting
B. FALSE

1506. An HR manager should discriminate ap- 1510. The Human Resource Plan:
plicants based on their gender, age, or A. Should be created by the Human Re-
race. sources department
A. True B. IS a part of the resource management
B. False plan
C. Is a tool of Develop Project Team
1507. Behavioural training includes leadership
courses, team building courses, and stress D. Is an output of the Develop Human Re-
management courses. source Plan Process
A. True
1511. If the workforce of B&G Ltd is 95 people
B. False and twenty of them resign this year, then
Explanation:Behavioural training in- the labour turnover rate at the company is
cludes leadership courses, team build-
A. 21.05%
ing courses, and stress management
courses. B. 78.95%

1508. What are the skills needed by today’s C. 20 people

HR professionals according to the text? D. 75 people
A. A higher degree of knowledge on man-
agement practices and processes, a great 1512. Examples of HR Metrics except:
knowledge of human psychology and so- A. Administrative cost per employee
cial relations, a company cellular phone
B. Turnover cost
B. A higher degree of knowledge on man-
C. Training return on investment
agement practices and processes, a great
knowledge of human psychology and so- D. Number of annual workplace acci-
cial relations, a representation allowance dents

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1.1 HUMAN RESOURCE MANAGEMENT 165

1513. An Apprenticeship is on-the-job learning 1518. Which of the following is not a demo-
sponsored by an educational institution as graphic trend in the labour market?
a component of an academic program.

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A. More people are taking up part-time
A. True jobs
B. False B. More women are joining the workforce
1514. In an attempt to increase unionism, C. More people are self-employed
unions are now targeting low-wage ser- D. More people are working at the office
vice workers. rather than from home
A. True
1519. Firms may face intense competition in
B. False both their product or service and labor mar-
1515. In the guild system during the medieval kets and that is the reason why they must
ages, how do we call the young boy who maintain a supply of competent employ-
will submit himself to be trained by a guild ees.
member? A. True
A. apprentice B. False
B. trainee
1520. In Thai firms performance evaluation is
C. journeyman based on
D. student A. the employee’s attitude towards the
1516. Elements of Human Resource are: company rather than on actual job perfor-
mance
A. Hiring employees
B. job performance and political attitudes
B. Retaining employees
C. the quality of personal relations, polit-
C. Dealing with difficult employees ical attitudes and output
D. Buying raw materials
D. standard of job performance
E. Delivering product to customers
1521. 2 types of recruiting sources are
1517. The HR function of an MNE is to
staff A. Internet sources
B. Internal sources
C. Employee referrals
D. External sources

1522. Globisys is launching a new incentive

plan for individual pay. To increase its
chances for success, the plan should mea-
sure
A. Select
A. work that is independent of others’
B. Appraise the performance contribution
C. Develop B. work that is organizationally interde-
D. do all of these and more pendent

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1.1 HUMAN RESOURCE MANAGEMENT 166

C. output without considering effects of 1527. Poor physical environmental factors in

the environment the workplace can cause:
D. based on personalities and political A. Higher engagement at work
preferences B. Decreased productivity
C. Reducing conflict between employees
1523. Which one is not a practice of individual
development? D. Increased job satisfaction
A. Total reward received 1528. What is human resource management in

NARAYAN CHANGDER
simple terms?
B. Seminar
A. A personnel inventory that includes in-
C. Master degree formation about each employee
D. IT course B. Is the organizational function that
deals with the people in the business
1524. Safety in the workplace is required by?
C. It defines in detail the requirements of
A. National Labor Relations Act the tasks an employee is required to per-
B. OSHA laws form.
D. Temporary workers augment the staff
C. Employee Privacy Laws
during busy periods.
D. National Labor Laws
1529. The human resource Manangement
1525. The EEOC (Equal Employment Opportu- helps toi improve the
nity Commission) is a federal government A. Production
agency responsible for holding employers B. Productivity
accountable for the Civil Rights Act of
1964. What is the original reason the Civil C. power
Rights Act of 1964 was enacted? D. Produce
A. Discrimination against humans be- 1530. The employees at Gnewers Market are
cause of their culture threatening to strike. To counter this
B. Discrimination against humans be- threat, the weapon Gnewers would most
cause of their religion likely wield is
A. the legal right to hire replacement
C. Discrimination against humans be-
workers.
cause of their gender
B. the legal injunction
D. Discrimination against humans be-
cause of their race C. the lockout
D. a work slowdown
1526. Mainly answering the question of what
to rely on to compete, this is ( ) 1531. What are the advantages of bureau-
cracy as a form of organization?
A. organizational strategy
A. Clear division of work
B. competitive strategy B. Justice and equality
C. functional strategy C. Efficiency in resource use
D. business strategy D. All answers are correct

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1.1 HUMAN RESOURCE MANAGEMENT 167

1532. Which type of leadership style involves C. Line department

managers and employees working to- D. Authority department
gether in unison to make decisions?

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A. Democratic 1537. . Under the workmen’s compensation
act, 1923 employer shall not be liable to
B. Let it happen pay compensation in respect of any injury
C. Autocratic which does not result in the total or partial
D. Traits disablement of the workman for a period
exceeding days.
1533. Human resource attraction function A. 7
group DOES NOT include
B. 3
A. Recruitment
C. 5
B. HR planning
D. 2
C. Selection
1538. Which of these are not social trends?
D. Job analysis
A. Aging of the population
1534. There are 4 factors that influence the
B. Growth in the use of mobile devices
provision of compensation, namely:
C. The increasing diversification of the
A. National economic conditions
workforce
B. Government with laws and presiden-
D. Changes in government regulations
tial decrees
C. Employee work productivity 1539. As an innovator, the HR manager should
be able to identify talent for executing IJV
D. Company’s ability and willingness
strategies and adapting to changes in the
1535. Which is NOT an advantage of training? IJV stages.
A. True
B. False

1540. Which of the following benefits is cov-

ered under social security schemes?
A. Retirement benefits
A. Can improve employee productivity B. Compensation facilities
B. Can create a multi-skilled workforce C. Medical facilities
C. Can help prepare staff for promotion D. All of the above
outwith the company
D. Increases staff morale, motivation 1541. Tick all the types of transfers.
and job satisfaction A. Remedial

1536. Which of the following correctly defines B. Production

the Human Resource Department? C. Replacement
A. Functional department D. Refresher
B. Service department E. Induction

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1.1 HUMAN RESOURCE MANAGEMENT 168

1542. Which method of recruitment involves 1546. True or false:Compensation is positively

everything from the identification of a related to employee motivation, but the
staffing need to filling it? link between compensation and organiza-
A. The Word-of-Mouth System tional performance isn’t as clear.

B. Advertising Media A. True

C. Recruitment B. False

D. Job Posting 1547. In an organization, the source of labor

NARAYAN CHANGDER
can come from
1543. is the statistical study of population
characteristics A. Outside and Inside the Organization
B. Right and Left Organizations
C. Top and Bottom of the Organization
D. Outside and Inside Orangbization

1548. each and every activity of the HRM

A. labour turnover will be a strategy to achieve the organisa-
tional Goal.
B. external mobility
A. HRIS
C. labour mobility
B. HRM
D. demography
C. SHRM
1544. Which security is essential for the D. HRD
Labour force?
A. Social 1549. What companies generally implement
for sales staff is
B. Individual
A. Ability wage system
C. Employment
B. Performance pay system
D. old age
C. Piece rate system
1545. In which step HR manager attempts to D. Job pay system
ascertain the supply of and demand for
various types of human resources? 1550. Serves as a screening device for a com-
pany and a marketing tool for an applicant.
A. Shortlist
B. Job Application Form
C. Curriculum vitae
D. Job Description

1551. Which of the following provides learn-

A. Evaluation ers with the knowledge and skills needed
B. Program implementation for their present jobs?
C. Forecasting A. training
D. Goal setting B. career planning

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1.1 HUMAN RESOURCE MANAGEMENT 169

C. succession planning 1556. What management principles are still

D. development relevant in the modern world of work?

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A. Undefined work
1552. Globisys is investigating ways to incen-
tivize professional employees who engage B. Job specialization
in more complex tasks. The most effective C. Flexible work
incentives will include which of the follow- D. Complex work
ing?
A. Short-term pay for performance 1557. What is IJV?

B. Opportunity to master a new skill A. International Joint Venture

C. Stock options B. International Jointure Venture

D. Reward for completing a task C. International Jointers Venture

D. International Juncture Venture
1553. What is meant by the term ‘labour
turnover’? 1558. A planned reduction in the number of em-
A. The number of articles produced by the ployees needed in a firm in order to reduce
workforce costs and make the business more efficient
is called
B. The total number of items sold during
the year A. layoff

C. The percentage of stock consumed B. unemployment

during the year C. downsizing
D. The percentage of persons who left a D. none of above
firm during a specified time
1559. This is the management function of ar-
1554. Which of the following is not one of ranging people, activities, and resources
the steps involved in the performance ap- to accomplish the goals of the small busi-
praisal process? ness.
A. Hiring an employee A. Organizing
B. Clearly communicating performance B. Investigating
standards C. Inspecting
C. Evaluating employee performance of D. Planning
the standards
D. Taking corrective action 1560. The HR professional must be gregarious,
an extrovert and sensitive to the needs,
1555. HR department is an information values, and feelings of others to win their
provider to raise awareness and inform cooperation and collaboration in order to
department and functional areas on change attain the overall goals of the organiza-
in policy. tion.
A. Service Role A. Honesty and Integrity
B. Executive Role B. Team-oriented
C. Audit Role C. Trust and Confidence
D. Facilitator Role D. Organization

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1.1 HUMAN RESOURCE MANAGEMENT 170

1561. The overall objective of human resource 1566. What is/are the different in-house de-
management is to ensure that velopment approach/es?
A. the organization is able to achieve suc- A. Management coaching
cess through people. B. Job rotation
B. the employer gets alot of money. C. Role play
C. the employees acquire training in the D. Simulation
various activities
1567. What are the advantages of off-the-job

NARAYAN CHANGDER
D. the organization does not recognize its training?
employees
A. Fewer disruptions to daily operations
1562. A potential solution when labour de- B. A wider range of skills and qualifica-
mand exceeds labour supply is: tions
A. work sharing. C. Cheapest form of training
B. hiring temporary workers. D. Improve the productivity of workers
C. job sharing. 1568. Which of the following is not a part of
D. finding employees alternative jobs Employee Safety?
within the organization. A. Adequate and ongoing safety training
E. any of the above B. Being Provided with the required
safety gear
1563. ORGANIZING function includes-
C. Advancement in technology
A. coperation pf activities
D. The ability to report any injury
B. cordination of activities
1569. The recent trend where in some occu-
C. calling and designing people jobs pations (such as high-tech) unemployment
D. none of above rates are low, while in others unemploy-
ment rates are still very high and re-
1564. People who apply for a job vacancy cruiters in many companies can’t find can-
without prompting from the organization didates, while in others there’s a wealth
of candidates is called:
A. Referrals
A. talent analytics
B. Direct applicants
B. globalization
C. Foreigners
C. the unbalanced labor force
D. Locals
D. human capital
1565. An employee has which types of goals?
1570. Which of the following statements best
A. Physiological reflects the process of collective bargain-
B. Illogical ing globally?
A. Collective bargaining takes place at
C. Psychological
the local rather than the national level.
D. Sociological
B. Codetermination is a significant part of
E. Numerous and logical all negotiations.

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1.1 HUMAN RESOURCE MANAGEMENT 171

C. The process varies widely among and B. To increase insurance compensation

within countries. C. To reduce absenteeism

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D. Objectives other than wage increases D. To reduce accidents at work
are unlikely to be pursued.
1576. measures the number of employees
1571. Which of the following is NOT a stage that leave a firm within a year
of the product life cycle?
A. Introduction
B. Growth
C. Evaluation
D. Maturity

1572. Which approach in HRM audit involves A. performance management

comparing actual results with stated objec- B. redundancies
tives? C. labour turnover
A. External authority approach D. redeployment
B. Compliance approach
1577. A contingency approach to people man-
C. Statistical approach agement implies that HR specialists must
D. Management by objectives approach always be involved at the strategic
decision-making level.
1573. Which of the given options below the
A. True
forecasting technique used?
B. False
A. Estimation
B. Rules of thumb 1578. the voluntary and involuntary perma-
nent withdrawal from on organisation is
C. Staffing projections called
D. All of the above A. Turnover
1574. What is the purpose of job design? B. behaviour
A. To make decisions about what tasks C. mis-behaviour
should be grouped into a particular job D. none of the above
B. To identify the organization’s
1579. HR deals with human beings with feel-
strengths and weaknesses
ings, values and behavioral attitude influ-
C. To facilitate learning of job-related enced by the interplay between hereditary
knowledge, skills, and behavior and environment. As the position deals
D. To ensure employees’ activities and with day to day problems of behavior and
outcomes are congruent with the organi- motivation, no HR professional can suc-
zation’s objectives ceed if one is poor in this skills.
A. Organization
1575. These are reasons why company needs
to require applicant to have medical test B. Interpersonal relations
EXCEPT C. Multitasking
A. To detect communicable diseases D. none of above

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1.1 HUMAN RESOURCE MANAGEMENT 172

1580. Which skills are included in Digital busi- C. WORK EXPERIENCE

ness skills? D. SPECIAL SKILLS
A. Ability to work virtually
1585. The process of choosing applicants with
B. Understanding IT software and sys- the entry requirements for interviewing is
tem called
C. Digital design skills A. testing
D. Ability to use social media and “Web B. examining

NARAYAN CHANGDER
2.0”
C. short listing
E. Digital business skills D. selecting
1581. spoils the company image as well as 1586. Before firing an employee, employers
future recruiting. should apply the
A. Discrimination A. standards of employment conduct.
B. Poor working conditions B. rules of fair employment.
C. Communication barriers C. principles of just cause
D. Labour turnover D. policies of equity and responsibility
1582. The different salary levels of different 1587. A Strong Work Ethic, Positive Attitude
employees within the same company are and Good Communication are examples of
due to the influence of factors. A. which type of skills?
Employee performanceB. Employee’s posi- A. Transferable
tion C. Employee abilities D. The power of
unions e. Employee’s length of service B. Hard

A. ABCD C. Soft
D. none of above
B. AWAY
C. ABCE 1588. Where does remuneration system com-
munication contribute?
D. BCDE

1583. Feedback from employees about other

employees.
A. Employee Self-Assessment
B. General Appraisal
C. 360-Degree Appraisal
D. Employee Performance Appraisal A. In understanding the logic and priori-
ties of the reward system
1584. WHAT ARE THE DETAILS NEEDED ON B. In understanding the relationship be-
THE APPLICATION FORM? tween my performance, my experience,
A. MAKLUMAT PERIBADI:NAMA, ALA- my skills, etc. and my pay
MAT, NOMBOR TELEFON, NOMBOR IC, C. In understanding the relationship be-
JANTINA, STATUS tween my pay and the pay of other employ-
B. EDUCATIONAL QUALIFICATIONS ees

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1.1 HUMAN RESOURCE MANAGEMENT 173

D. The ability to exercise accountability 1593. Pavi, an employee with Manor Electri-
and proactive control over my remunera- cals, has been transferred to a different
tion division within the company. To facilitate

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E. In all of the above a smooth transition, the company has initi-
ated a program for Pavi that will provide
1589. The lowest level in Maslow’s hierarchy her with the knowledge and skills required
of needs is to perform the new role effectively. Which
of the following human resource manage-
A. Physiological Needs
ment practices did Manor Electricals per-
B. Psychological Needs form?
C. Fishituikan Needs A. Training
D. Physiological Needs B. Recruitment

1590. this type of employee is hired for busi- C. Performance management

ness activities which are deemed inciden- D. Job design
tal to the business
1594. Employers are required to provide full-
A. term
time employees with
B. project
A. pensions
C. casual
B. holiday leave
D. probationary
C. sick leave
1591. What is the main purpose of training for D. health insurance
a business?
1595. What is controlling?
A. Improve the worker’s skills and knowl-
edge and help the business be more effi- A. motivating and leading employees at
cient and productive all levels to get the job done
B. Set the requirements, qualifications, B. establishing goals and standards, de-
expertise, skills, and personal character- veloping rules and procedures
istics required by an employee C. determining what kind of people
C. Ensure there is some production from should be hired for the different job roles,
worker whilst they are training recruiting prospective employees, select-
ing employees, training and developing
D. Protect employees from dangerous employees
machinery, safety clothing and equipment,
hygiene conditions, and medical aid D. checking to see how actual perfor-
mances compare to the standards, and
1592. Human Resource Management involves taking corrective actions as needed
the functions:
1596. Which statement is about Equal oppor-
A. planning, controlling tunities?
B. planning, organising, staffing, leading A. Embraces a broad range of people; no
and controlling one is excluded
C. marketing, staffing and leading B. Is the concern of all employees, espe-
D. staffing, organising and promoting cially managers

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1.1 HUMAN RESOURCE MANAGEMENT 174

C. Ensures all employees maximize their 1601. What is the main theme in Mary Parker
potential and their contribution to the or- Follett’s writing?
ganizationIs the concern of all employees, A. Characteristics of bureaucratic organi-
especially managers zations according to Weber
D. Perceived as an issue for certain B. Management principles according to
groups in one is excluded the labour mar- Henri Fayol
ket such as women, ethnic minorities and
people with disabilities C. The importance of cooperation in orga-

NARAYAN CHANGDER
nizations
1597. Which of the following is NOT a task of D. The influence of Taylor’s ideas in man-
a Human Resource Manager: agement
A. Health, safety and employee welfare 1602. The process of forecasting an organiza-
B. Recruitment and selection tions future demand for, and supply of, the
right type of people in the right number is
C. Performance appraisal
called
D. Budgeting, cash flow, balance sheet
A. Recruitment
preparation
B. Human Resource Planning
1598. Each employee is paired off with an- C. Human Capital Management
other employee in the same unit to deter-
mine who is more superior than the other D. Human Resource Management

A. Checklist 1603. How many employees must a company

have in order for the Americans with Dis-
B. Paired comparison
abilities Act to pertain to their business?
C. Forced distribution A. 20
D. Management by objectives B. 30
1599. Refers to measuring the specific abilities C. 15
of an applicant. D. 50
A. Mental Ability Test 1604. The meaning of the acronym HRM is-
B. Personality Test A. Human Resourceful Management
C. Aptitude Test B. Humanistic Resource Management
D. Intelligence Quotient Test C. Human Relation Management

1600. Human Resource Information system D. Human Resource Management

A. Integrates core process into stream- 1605. “Man of all the resources available to
line systems man, can grow and develop” quoted by
B. Collaborates core process into stream-
line systems A. Peter Morrison
C. Plans core process into streamline B. Peter.F. Drucker
systems C. Adam smith
D. All of these D. Karl Marx

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1.1 HUMAN RESOURCE MANAGEMENT 175

1606. One reason that some organizations 1612. Human resource management aims for
prefer to hire older workers is that an effective management of an organisa-
tion’s workforce to help the organisation

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A. they have proven employment experi-
ence achieve its objectives

B. they learn faster A. True

B. False
C. they are more willing to relocate
Explanation:Human resource manage-
D. they do not require medical benefits ment aims for an effective management
of an organisation’s workforce to help the
1607. is a summary of specific duties, obli-
organisation achieve its objectives.
gations and reporting responsibilities
A. Job analysis 1613. The founder and current CEO of Whole
Foods Markets wears cut-off jeans to
B. Job listing work. He is a vegetarian, an outspoken
C. Job request form proponent of green marketing, and a per-
D. Job description son who believes in eating organic foods.
His views and beliefs have shaped the
1608. Which of these is a limitation of work of the supermarket chain, and all em-
life balance? ployees are expected to agree with these
tenets.
A. Reduce absenteeism
A. ethical perception
B. Career consequences
B. cultural socialization
C. Reduce job stress
C. organizational advantage
D. Great sense of job security
D. corporate culture
1609. The HR Manager verifies the education
1614. Comments about a job applicant’s char-
background and employment history of the
acter and qualifications for a job are called
potential candidates. This is
a
A. orientation
A. recognition
B. annual review
B. reference
C. background check C. referral
D. performance appraisal D. resume
1610. SWOT is an acronym used to de- 1615. Human resource management encom-
scribe Strengths, Weaknesses, Opportuni- passes:
ties, and Technologies.
A. Organizational Planning, Acquire
A. True Project Team, Report Performance, and
B. False Manage Project Team
B. Develop Human Resource Plan, Ac-
1611. True or False:The main purpose of job quire Project Team, Report Performance,
evaluation is to analyze the structure of and Develop Project Team
jobs so as to develop a job description?
C. Develop Human Resource Plan, Staff
A. True Acquisition, Develop Project Team, and
B. False Release Project Team

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1.1 HUMAN RESOURCE MANAGEMENT 176

D. Develop Human Resource Plan, Ac- D. Internal candidates are more commit-
quire Project Team, Develop Project Team, ted to company
Manage Project Team
1621. What is crucial for dismissing an em-
1616. .... describes about the duties and re- ployee properly?
sponsibilities of a job.
A. Transparency in the dismissal process
A. job title
B. Providing severance pay
B. job specification
C. Conducting exit interviews

NARAYAN CHANGDER
C. job description
D. Offering alternative employment
D. job authorization
1622. Which training method combines class-
1617. Grievance procedures are concerned room instruction with on-the-job training?
with:
A. apprenticeship training
A. Unfair treatment of workers
B. role playing
B. Training given to existing workers
C. job rotation
C. Upgrading of employees’ positions
D. Lecture
D. Periodic assessment of employees
1623. Employee Recreation is a type of com-
1618. As per Maternity Benefit Act 1961, a pensation system?
women worker can get maternity leave up
to A. Extrinsic (benefit)

A. twenty-six weeks B. Intrinsic

B. twelve weeks C. Extrinsic (money)

C. four months D. Rutin
D. sixteen weeks 1624. Span of control refers to
1619. What are the basic principles in A. the number of employees working be-
Maslow’s theory of human needs? neath a person.
A. Hierarchy principle B. the number of people working above a
person.
B. Principle of satisfaction
C. the number of people in an organiza-
C. Principle of progression
tion.
D. Deficit principle
D. the number of people working directly
1620. Below are benefits of internal candi- under the supervision of a person.
dates EXCEPT
1625. Which of the following is NOT a role as
A. Internal candidates need less orienta- HR Manager?
tion
A. Advisory role
B. Internal candidates will maintain sta-
tus quo B. Service role

C. Company knows candidates’ strengths C. Control role

and weaknesses D. Parental role

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1.1 HUMAN RESOURCE MANAGEMENT 177

1626. is concerned with obtaining funds B. false

needed for the various activities of the
firm and the effective and efficient use of 1632. Which one is not a part of recruitment

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such funds. process?
A. marketing A. Attracting candidates
B. finance B. Determining requirements
C. production C. Selecting candidates
D. none of above D. Planning recruitment campaign
1627. In which course do you read? 1633. Choose the correct option
A. B.Com I (Pass)
B. B.Com I (Hons)
C. M.Com I
D. none of above

1628. To describe the key qualifications some- A. A

one needs to perform the job successfully
is called B. B

A. Job Design C. C

B. Job Evaluation D. D
C. Job Specification 1634. An occurrence or event that is un-
D. All of the above expected unforeseen unplanned and un-
wanted that leads to damage injury loss
1629. CenurgCo hires natives of the host coun- or death.
try to manage its international facilities
A. Safety
as much as possible. These workers are
known as host country nationals. B. Danger
A. True C. Unsafe Conditions
B. False D. Accident
1630. Involves a series of steps in which 1635. HRM is all about this except
candidates are interviewed, tested, and
A. Happy employees
screened to select the most suitable per-
son for the vacant position, called? B. Roi & Roe
A. Training C. Competitive advantage
B. Selection D. Profit
C. Labor turnover
1636. A remedial transfer is done to correct
D. Employment Contract a faulty selection in recruitment or place-
ment.
1631. The HR department very easily deal
with all sorts of lawsuits A. TRUE
A. true B. FALSE

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1.1 HUMAN RESOURCE MANAGEMENT 178

1637. Part time and temporary workers who 1643. Which of the following is an assessment
are often used when full-time workers are tool used to objectively measure an indi-
on leave or during busy seasons. vidual’s personality traits, aptitude, intel-
A. Human resource employees ligence and behaviour

B. Contingent workers A. Psychometric Tests

C. Apprentice B. Superior Appraisal

D. Retirees C. Peer Appraisal

NARAYAN CHANGDER
D. Management By Objectives
1638. Refers to employees’ freedom from
physical or emotional illness. 1644. Recruitment is
A. Safety A. process of collecting information on
B. Health the job

1639. Analysing and forecasting the number of B. process of choosing the most suitable
workers and the skills of those workers candidate for the job
that will be required by the organisation C. process of interviewing candidates
to achieve its objectives (Workforce Plan- D. process to attract group of applicants
ning)
A. Recruitment 1645. WHAT DO YOU UNDERSTAND ABOUT
JOB ANALYSIS?
B. Training and Selection
A. Job review techniques to identify the
C. Human Resource Planning
skills, knowledge, experience and other
D. Job Requirements requirements needed to perform the job
1640. The role of ethics in human resources B. The process of preparing a job descrip-
management involves: tion to identify unnecessary tasks, over-
lapping task responsibilities and the exis-
A. organizing employees into groups.
tence of functions that do not have respon-
B. treating all employees fairly. sibilities
C. planning the hiring process. C. Profiles of individuals who should be
D. using resources wisely. successful in the job and are used to guide
hiring officials to select the best candi-
1641. Clarify expectations is one of the ele- dates
ments in implementing performance man-
D. none of above
agement system.
A. True 1646. Every prospective employee is given the
same opportunity to take part in all se-
B. False
lection procedures, is the understanding of
1642. The scope of HRM doesn’t include
A. Separation A. Job Analysis
B. Outsourcing B. Job Description
C. Promotion C. Job Qualification
D. Market entry D. Compensatory Selection Approach

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1.1 HUMAN RESOURCE MANAGEMENT 179

1647. Which of the following is not an advan- 1653. brain drain means
tage of Workforce diversity? A. the emigration of highly trained or
qualified people from a particular country

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A. Employee Retention
to other countries
B. Lack of freedom of speech
B. draining resources f the company
C. Pool of ideas
C. stealing of important information
D. Improved employee performance
D. none of above
1648. Security is the feeling of not being dis-
1654. What is the primary goal of HRM?
turb
A. To maximize productivity by focusing
A. True
on the people who make the organization
B. Not sure tick
C. False B. To enforce company policies
D. Does not have a cute C. To minimize the role of human re-
sources
1649. Does UAE offer labor laws for their
D. To reduce competition in the market
workers?
A. Yes 1655. What is performance appraisal? (per-
formance evaluation)
B. No

1650. determination of adequate and equi-

table remuneration of personnel for their
contribution to organization’s objectives
A. Compensation to Personnel
B. Procurement of Personnel A. A structured process designed to as-
C. Development of Personnel sess employee performance
D. Record Keeping B. An integrated management system
that aims to improve the performance of
1651. What is the first step in the recruitment the employee and his contribution to the
and selection process? achievement of the company’s goals
A. performing candidate background 1656. Which of the following statements is
checks true of human resource management?
B. deciding what positions to fill A. It refers to auditing the finances of an
C. building a pool of candidates organization.
D. performing initial screening inter- B. It refers to designing formal systems
views in an organization to manage human tal-
ent.
1652. Assigning functions to different individu-
C. It involves generating business by
als AND Delegation of authority is included
identifying potential customers and ensur-
in planning function?
ing customer satisfaction.
A. True D. It involves evaluating the external
B. False competition impacting an organization.

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1.1 HUMAN RESOURCE MANAGEMENT 180

1657. Recruitment and selection of employees D. The relationship is due, in part, to in-
relate to any human resource management creased motivation
goals E. All of the above are true
A. Implement strategy
1661. Rest periods of short duration during
B. Talent management working hours shall not be counted as
C. Maintain an effective workforce hours worked.
D. Find the right person A. TRUE

NARAYAN CHANGDER
B. FALSE
1658. All of the following are key components
of the performance appraisal meeting EX- 1662. Which sentence is correct?
CEPT:
A. Focus discussions on the employee,
not work behaviors.
B. Give both positive and negative feed-
back.
C. Prepare for and schedule the meeting
in advance. A. Training means:increasing knowledge,
D. Support your evaluation with specific attitudes and skills, relevant to the work,
examples. mainly through teaching and practice in
order to achieve the organization’s goals
E. Involve the employee in the appraisal
discussion, including a self-evaluation. B. Development means providing oppor-
tunities for personality expansion, job
1659. The following are the dimensions of HR adaptation and emphasis on leadership
practices except: skills of individuals selected for manage-
rial and supervisory roles
A. The human resource environment
C. The training of human resources is
B. Acquiring and preparing human re-
based on three phases:a) the identifica-
sources
tion of training needs, b) the implementa-
C. Assessment and development of hu- tion of the training, c) the evaluation of the
man resources training
D. Non-compensating human resources D. Staff development provides manage-
ment with technical services
1660. Which of the following is not true re-
garding the relationship between general 1663. The sponsor’s role on a project is BEST
mental ability (GMA) and job performance described as:
(JP) based on our discussion in class: A. Helping to plan activities
A. There is a direct effect or relationship B. Helping to prevent unnecessary
between GMA and JP changes to project objectives
B. The relationship is due, in part, to C. Identifying unnecessary project con-
more rapid learning straints
C. The relationship is due, in part, to in- D. Helping to put the project manage-
creased job knowledge ment plan together

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1.1 HUMAN RESOURCE MANAGEMENT 181

1664. Assertion (A):Job enrichment involves 1669. Tom works for “Energy Engineering.”
adding more tasks of similar difficulty to Apart from the regular compensation, the
a job. Reason (R):Job enlargement is in- company provides him with things such as

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tended to make the job more challenging. school reimbursement, mobile phone, car
A. Both A and R are true, and R is the cor- etc. What is the name given to these
rect explanation of A. things of value?

B. Both A and R are true, but R is not the A. Incentives

correct explanation of A. B. Benefits
C. A is true, but R is false. C. Rewards
D. A is false, but R is true. D. Compensation
1665. What is the most common types of per- 1670. In autocratic leadership style
formance reviews are?
A. the leader takes feedback from the em-
A. Check-ins ployees before taking a decision
B. Ratings Scale
B. the leader takes all decisions on their
C. Narrative Appraisals own without any consultation with the em-
D. Competency Assessments ployees.
C. leaves all the responsibilities to the
1666. Which statement below BEST matches a
employees.
Theory X manager’s beliefs?
D. none of above
A. People want to be rewarded for their
work 1671. Which among the following are tasks of
B. People have higher needs that will not HR? (select 2)
emerge until the lower level needs have A. Accounting
been satisfied
B. selling of products
C. People will contribute to work if left
alone C. Selection
D. People cannot be trusted D. Training

1667. is the assignment of various func- 1672. Michael is a type of manager who is con-
tions, like human resource management, cerned primarily with accomplishing goals
accounting, or legal work, to outside and objectives and concentrates on the
firms. task itself. His behavioral style is called:
A. Outsourcing A. authoritarian
B. Contingency workers B. democratic
C. Functional reassignment C. task oriented
D. Organizational reassignment D. people oriented
1668. Whose responsibility is it to come to 1673. Appraisals are conducted to help to as-
work on time? sess an employee’s performance against
A. Employer targets.
B. Employee A. True

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1.1 HUMAN RESOURCE MANAGEMENT 182

B. False 1679. A company uses both internal and exter-

Explanation:Appraisals are conducted to nal sources for recruitment. Which of the
help to assess an employee’s perfor- following is an advantage of using internal
mance against targets. sources?

1674. Which are forms of recruitment? A. Wider pool of candidates

A. internal B. Lower training costs

B. national C. Fresh perspectives

NARAYAN CHANGDER
C. bridging D. More diverse skill set

D. external 1680. Interview is

A. asking applicants questions to get in-
1675. Employees work the full number of
formation on them
work hours, but in fewer than the stan-
dard number of days. B. selecting the applicants by looking at
them.
A. Flex time
C. testing the applicants with various test
B. Core Time
available
C. Compressed Work Week
D. checking on the applicants by calling
D. Job Sharing their previous employer
1676. When two different groups of employ- 1681. What is the formula for calculating the
ees are equal on job knowledge, the rate of labour turnover?
smarter group will still outperform the rel-
A. Number of staff leaving per year / total
atively less smart group. True or False?
number of staff * 100%
A. True
B. Number of staff joining per year / total
B. False number of staff * 100%
1677. What are the new requirements of com- C. Number of staff joining per year / av-
petencies for HR professionals? erage number of staff * 100%
A. Computer skills D. Number of staff leaving per year / av-
erage number of staff * 100%
B. Agile thinking
C. Relationship building 1682. Providing qualified, well-trained em-
ployees for the organization is on of the
D. Global operating skills functions of operations management.
E. Digital business skills A. True
1678. Which of the following is NOT an inter- B. False
nal business relationship example given in
the presentation? 1683. Thinking ahead and establishing the
number and skills of the workforce re-
A. Having common courtesy quired by the business to meet its objec-
B. Respecting others time tives. Choose the matching term!
C. Following up with individuals A. Workforce audit
D. Approving evaluations B. Workforce plan

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1.1 HUMAN RESOURCE MANAGEMENT 183

C. Succession plan 1688. Planning staffing requires

D. Strategic plan A. determining the optimal number of em-

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ployees the business needs
1684. Which is not an objective of training?
B. clearly identifying the exact job posi-
A. develop a multi skilled and productive tions and the requirements of those posi-
workforce tions.
B. enhance the efficiency and effective- C. gathering information on the current
ness of staff workforce and on the future demand for
workers within the company
C. facilitate career and personal develop-
ment of employees D. all of the above
D. guarantee that employees will stay af- 1689. The final stage in a typical employee
ter being up-skilled grievance procedure is:
E. improve the quality of work of employ- A. Dissolution of arbitration committees
ees
B. Filing of a grievance
1685. Which type of motivation is it that will C. Arbitration
cause people to participate in an activity
D. Negotiation deadlock
for their own enjoyment?
A. Intrinsic 1690. Which Training method do you think suit-
able to be used by restaurant chains to
B. Extrinsic train servers in handling difficult situa-
tions, such as angry customers?
1686. A summary of the minimum qualifica-
tions needed to do a particular job. A. role playing
A. Job Description B. simulation
B. Flex Time Planning C. Lecture

C. Job Sharing D. Case studies / discussion

D. Job Specification 1691. The terms in contact of service

A. can be changed unilaterally by em-
1687. This is a way for two or more parties
ployer
to find a peaceful solution to a disagree-
ment among them. The disagreement may B. can be changed due to company’s eco-
be personal, financial, political, or emo- nomic situation
tional. When a dispute arises, often the C. cannot be changed in whatever condi-
best course of action is negotiation to re- tions
solve the disagreement.
D. can be changed with the written con-
A. Go-Slow sent from the employee and employer
B. Conciliation
1692. Competency interviews are used to as-
C. Industrial Democracy sess what?
D. Conflict Resolution A. Core Skills
E. Deadlock B. Hard Skills

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1.1 HUMAN RESOURCE MANAGEMENT 184

C. Soft Skills C. The role of employee relations is to in-

D. Transferable Skills crease profits for the organization
D. The role of employee relations in an
1693. Lyle, an HR specialist at a publishing
organization is to manage the relation-
company, is in the process of choosing
ship between the employer and employ-
from a group of applicants the individual
ees, create a positive work environment,
best suited for an assistant editor position.
handle employee grievances, ensure com-
Lyle is most likely involved in the function
pliance with labor laws, and promote ef-
of

NARAYAN CHANGDER
fective communication between manage-
A. Selection ment and employees.
B. recruitment
C. job analysis 1698. The Occupational Safety and Health Act
requires that employers maintain safe
D. HR planning working conditions.
1694. Safety is the feeling of not being hurt. A. True
A. True B. False
B. Maybe
C. False 1699. As the business grows and expands,
who will ultimately determine the success
D. How should I know or failure of any small business.
1695. To increase the profit of all divisions by A. retailers
15% per year, would be an ‘MBO’ objec-
tive of which level of the hierarchy? B. employees
A. Aim C. vendors
B. Corporate objective D. consultants
C. Divisional objective
1700. What are the objectives of HRP?
D. Departmental objective
E. Individual target A. To appraise the surplus or shortage of
human resources and take actions accord-
1696. CHOOSE 3 QUALITATIVE METHODS FOR ingly
WORK ANALYSIS APPROACH.
B. To predict the employee turnover
A. QUESTIONNAIRE STUDY
C. To minimize imbalances caused due to
B. JOURNALS AND RECORDS non-availability of human resources
C. FUNCTIONAL JOB ANALYSIS
D. To recruit and maintain the HR of req-
D. THE SUBJECT OF DEBT uisite quantity and quality.
1697. What is the role of employee relations
in an organization? 1701. Performance Management System
Stages involve:Plan, Act, Track and Re-
A. The role of employee relations is to view.
only handle employee terminations
A. True
B. Employee relations is not important in
an organization B. False

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1.1 HUMAN RESOURCE MANAGEMENT 185

1702. is the right to make decisions, to di- A. pay them well

rect the work of others, and to give or- B. treat them fairly
ders.

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C. recognize them for good work
A. Responsibility
D. make all decisions for them
B. Management
C. Leadership 1707. is the tool through which organiza-
tional development can be implemented
D. Authority
A. T&D
1703. A small business owner should do all of B. HRM
the following when interviewing potential
C. Outsourcing
employees EXCEPT
D. HR research
A. explain the atmosphere in which the
job applicant would work 1708. Typically concerned with only one of the
B. avoid ruling out a job applicant until five functional areas.
the interview is over A. HR Executive
C. refuse to allow the job applicant to B. HR Generalist
ask questions-you are the one asking the
C. HR Specialist
questions
D. HR Professional
D. talk about the significance of working
at a new business 1709. A firm’s functional strategies identify
the broad activities that each will do
1704. Training is an initiative taken by Man-
in order to help the business accomplish its
agement
strategic goals.
A. Yes
A. department
B. No
B. employee
C. Maybe
C. supplier
D. I don’t know
D. executive
1705. What is the main focus of Employee and
1710. To ensures one organizations have a
Labor Relations in Human Resource Man-
proper number of employees with the right
agement?
skills needed and at the right time, staffing
A. The relationship of employees with the process is crucial in every organizations.
organization and with each other A. True
B. The relationship of employees with B. False
customers
C. The relationship of employees with 1711. Which of the following is NOT a source
suppliers of funding?
D. The relationship of employees with A. Borrowing funds
competitors B. Selling stocks

1706. Which of the following is NOT a way to C. Investors

motivate employees? D. Decreasing owner contributions

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1.1 HUMAN RESOURCE MANAGEMENT 186

1712. Below are the other names for HRM B. Acquiring resources
specialist, except
C. Developing the project team
A. human capital manager
D. Managing the project team
B. welfare officer
C. personal officer 1717. Companies could face potential crises
D. human resource manager due to the retirement of key talent
A. true
1713. Cost vs. Benefit

NARAYAN CHANGDER
A. Risk Management B. false

B. Legal Environment 1718. Workforce planning is the process of

C. Job Characteristics analysing existing employeesand planning
for future requirements.
D. Acceptance
A. staffing
1714. 21) Strategic human resource manage-
ment refers to B. scheduling
A. formulating and executing human re-
1719. The purchase of one business or com-
source policies and practices that produce
pany by another company or other busi-
the employee competencies and behav-
ness entity is called as
iors the company needs to achieve strate-
gic aims A. Merger
B. planning the balance of internal B. Acquisition
strengths and weaknesses with exter-
nal opportunities and threats to maintain C. Licensing
competitive advantage D. Franchising
C. emphasizing the knowledge, educa-
tion, training, skills, and expertise of a 1720. The following are included in HRM activ-
firm’s workers ities, except
D. extending a firm’s sales, ownership, A. HR Development
and manufacturing to new markets
B. HR procurement
1715. An orderly arrangement of efforts pro- C. HR training
viding unity of action for the achievement
of common goal. D. SDM Bath
A. *Planning 1721. Steps of Systematic Process of Training
B. *Organizing are
C. *Co-ordination A. Design, Analyze, Evaluate
D. *Directing B. Collecting needs, Analyzing needs, Pri-
E. Control oritizing needs
1716. Which of the following is not part of C. Need Analysis, Design, Operation,
project resource management? Evaluation
A. Duration estimating D. None of the above

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1.1 HUMAN RESOURCE MANAGEMENT 187

1722. All of the following are forms of power 1727. What are the potential challenges of HR
derived from the project manager’s posi- planning and how can they be addressed?
tion except:

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A. Not analyzing economic trends
A. Formal B. Excluding diversity initiatives
B. Reward
C. Some potential challenges of HR plan-
C. Penalty ning include changes in labor laws, eco-
D. Expert nomic fluctuations, and workforce diver-
sity. These challenges can be addressed
1723. Third-Country National often refers to through regular monitoring of labor laws,
expatriate employees who are citizens of conducting thorough economic analysis,
the home country as well as citizens of a and implementing diversity and inclusion
third country. initiatives.
A. True D. Ignoring labor laws
B. False
1728. What is the role of the HR department
1724. The first type of training and develop- in the new millennium organization?
ment a new employee will be exposed to A. Recruitment and Employment
is:
B. Wage and salary management
A. Orientation
C. Community Relations
B. Mediation
D. All of the above
C. Evaluation
D. All answers are correct 1729. Re-engineering differs from continuous
improvement primarily in its emphasis on:
1725. What is the main purpose of human re- A. Incremental change
source management?
B. Dramatic, radical change
A. to ensure people employed in an orga-
nization are being used to the fullest po- C. Employee isolation
tential for achieving company goals and D. Avoiding organizational development
objectives
1730. Human resource management is the de-
B. to pay wages
velopment andimplementation of systems
C. to build the nation in an organization designed to attract, de-
D. to enable employees to work in a free velop and retain a high-performing work-
environment and protect their rights force.
A. TRUE
1726. What were the criticisms of the
Hawthorne studies? B. FALSE
A. Researchers’ ability to generalize their 1731. Human resources (HR) is the umbrella
findings term used to describe the management and
B. The importance of social and human development of employees in an organiza-
factors in productivity tion.
C. Poor research design A. TRUE
D. Strong empirical support B. FALSE

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1.1 HUMAN RESOURCE MANAGEMENT 188

1732. What is the purpose of psychometric C. emphasise employees’ personality

tests in the recruitment process? characteristics
A. To examine candidate’s expertise D. plan work and set expectations
B. To assess candidate’s skills in numer-
1737. ‘The determination of which employees
acy, literacy, general knowledge
need training and the identification of the
C. To assess the attitudes and personal- specific knowledge, skills or attitude that
ity traits of candidates the employees are lacking’. The statement

NARAYAN CHANGDER
D. To assess particular skills best refer to?
A. Transfer learning
1733. The following are several manage-
ment principles according to Henry Fayol, B. Training
except C. Training program objective
A. order D. Training need analysis
B. unity of command
1738. Which of these would not normally be
C. Division of work found in a job description?
D. physical strength A. Job Title
1734. A training that gives employees the op- B. Roles and duties
portunity to experience other tasks that C. Skills and abilities required
require the same skills are called as
D. Employment conditions
A. mentoring
B. job rotation 1739. Which organization of the human re-
source function involves dedicated HR
C. coaching members that assist top management in is-
D. total quality management sues such as developing the personnel as-
pects of the company’s long-term strategic
1735. An HR manager makes sure the com- plan?
pany is following equal employment op-
portunity (EE)) laws. A. embedded HR teams

A. Staffing B. corporate HR teams

B. Compensation and Beneftis C. centers of expertise

C. Employee Relations D. shared services

D. Compliance 1740. Workers’ Compensation Acts provide

E. Training and Development for:
A. A basic minimum wage for all workers
1736. An effective performance appraisal sys- doing a particular type of job in a particu-
tem should do all of the following EXCEPT lar country
B. Workers being compensated finan-
A. identify and correct employees’ weak- cially when their place of work closes
ness down due to economic crisis or bad man-
B. reinforce employees’ strengths agement

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1.1 HUMAN RESOURCE MANAGEMENT 189

C. Workers being compensated finan- 1745. When union members carry signs and
cially for injuries they may sustain in the march near the entrance of their employer
normal course of their duties at work to publicize their view of the dispute and

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discourage customers, they are engaging
D. Workers being compensated finan-
in:
cially by the government if they are off sick
from work for a year or more A. Boycotting
B. Striking
1741. Not a characteristic of employees coun-
selling? C. Picketing
D. Verbal rioting
A. Continuous process.
B. Exchange of ideas and feelings. 1746. Expand RTUC

C. Improves organisational perfor- A. Regional Trade Union Congress

mance. B. Red Trade Union Congress
D. None of the above. C. Real Trade Union Congress
D. Resource Trade Union Congress
1742. “Tests designed to measure such men-
tal abilities as verbal skills, quantitative 1747. The change of the corporate culture is
skills, and reasoning ability” refers to usually the most important task in build-
A. Physical Ability Tests ing a short term successful company.
A. TRUE
B. Personality Inventories
B. FALSE
C. Honesty Tests
D. Cognitive Ability Tests 1748. Diversity means
A. Varied in contents
1743. involves presenting an accurate and B. Being different
positive image of the firm to those it is re-
cruiting for jobs. C. Being same

A. Recruitment branding D. Being indifferent

B. Job imaging 1749. It refers to pay or exchange in monetary

terms of work performed by the employee
C. Employment affirmation
and is paid by the employer. This can be
D. Selective perception in form of wages, salary or tips.
A. Benefits
1744. Affirmative Action-This is a policy cre-
ated to make sure others B. Compensation

A. Give women and minority groups a C. Motivation

higher say than them. D. Performance
B. Can fire women and minority groups. 1750. Which is not a current trend impacting
C. Don’t discriminate against women and on the HR environment?
minority groups. A. Globalisation
D. Respect managers in the business. B. Unions

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1.1 HUMAN RESOURCE MANAGEMENT 190

C. Diversity and inclusion in the work- 1755. What are the different types of training
place and development programs that organiza-
D. Changes in nature of work tions can offer to their employees?

1751. What is missing; A. Discounts on gym memberships

B. Some types of training and develop-
ment programs that organizations can of-
fer to their employees include on-the-job

NARAYAN CHANGDER
training, workshops and seminars, men-
toring programs, e-learning courses, and
leadership development programs.
A. Performance management C. Free snacks and coffee in the break
B. Attraction and Selection room
C. Evaluation D. Vacation days and time off
D. Feedback (Feedback)
1756. This skill is needed in order for an HR
1752. is an association of employees which professional to handle all priorities and
performs some of the functions of a trade business needs all at once.
union, such as representing its members
in discussions with management. It may A. Multitasking
also have other social and professional B. Dedication to continuous improvement
purposes.
C. Ability for a dual focus
A. Single-union Agreement
B. Collective Bargaining D. Organization

C. Deadlock 1757. A is an organization of employ-

D. Negotiation ees formed to represent workers in their
E. Staff Associations disputes with management over wages,
hours, and working conditions.
1753. To demonstrate that the dismissal was
fair, the employer must be able to demon- A. Job bank
strate that one of the following B. Labor federation
A. Inability to perform work even after
C. Labor union
sufficient training has been provided
B. Continuous positive attitude at work, D. Agency shop
which has a good impact on the employee
or his work 1758. Screening describes the identification of
a few suitable candidates for an interview,
C. Willful damage to employer property
from all the applicants who best fit the pro-
D. All answers are wrong files in a job description and person speci-
fication.
1754. Achieving a conflict resolution requires
negotiating prowess only. A. True
A. True B. False
B. False Explanation:It is called shortlisting

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1.1 HUMAN RESOURCE MANAGEMENT 191

1759. What is the present role of human re- 1764. negotiation of wages and other condi-
source management focused on? tions of employment by an organized body
of employees.

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A. Transactional activities and compli-
ance A. Collective Bargaining
B. Strategic contributions to organiza- B. Arbitration
tions C. Go-Slow
C. Employee safety and health D. Industrial Democracy
D. Total rewards and benefits E. Work-to-Rule
1760. Organizational strategy includes ( ) 1765. Human resource management can play a
type basic role in building strong employee rela-
A. total cost leadership strategy tionships
B. growth strategy A. True
C. stabilization strategy B. False
D. contraction strategy 1766. In HRM’s role during re-engineering,
what’s crucial for employees?
1761. Skill Variety and Task Identity are ex-
amples of A. Isolation from change initiatives
A. Diversity B. Minimal communication about
changes
B. Performance Management
C. Extensive communication and skill
C. Value of Contribution training
D. Job Characteristics D. Limited support and direction during
1762. Discuss the importance of onboarding in the transition
the recruitment and selection process. 1767. the function of human resource manage-
A. It helps new employees to integrate ment has been increased in the last 50
into the organization, understand their years. most of these changes include:
roles and responsibilities, and become A. introduction of legislation to protect
productive more quickly. workers and their rights
B. It is only necessary for senior-level po- B. changes in economic and social envi-
sitions ronment
C. It has no impact on the new employ- C. the growth in the szie of organization
ees’ performance
D. to make sure the workers is eating
D. It is a waste of time and resources healthy
1763. is the greatest asset in an organiza- 1768. It ensures that the right people will be
tion. in the right job at the right time.
A. Office Space A. Human resource process
B. Manager B. Human resource planning
C. People C. Organizational planning
D. Resources D. None of the above

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1.1 HUMAN RESOURCE MANAGEMENT 192

1769. What are the common causes of em- C. job enrichment

ployee grievances in the workplace? D. cross training
A. Excessive vacation time
1774. What is/are the criteria for evaluating
B. Common causes of employee training?
grievances in the workplace include unfair
treatment, lack of communication, poor A. Determine what to measure
management, workload issues, and dis- B. Establish baseline
crimination.

NARAYAN CHANGDER
C. Manufacture the products
C. Too much praise from management
D. Sell the products
D. Lack of team-building activities
1775. The training is also called as an ori-
1770. What are the two theories of motiva- entation program, wherein the new em-
tion? ployees are introduced to the rules andreg-
A. outcome theory + content theory ulation of an organisation.
B. content theory + process theory A. induction
C. process theory + sustain theory B. performance management
D. sustain theory + outcome theory 1776. Which of the following is a disadvan-
tage of outsourcing human resource func-
1771. What are the essential skills required tions?
for a successful career in human resource
management? A. Cost savings from outsourcing are not
always achieved.
A. Advanced knowledge of computer pro-
gramming B. A business does not have specialist hu-
man resource personnel.
B. Strong communication and interper-
sonal skills C. It can reduce the time that it takes to
bring the output of a business to market.
C. Expertise in financial analysis
D. The outsourcing business can seek
D. None of the above compensation if goods or services are not
1772. An HR manager solves a paperwork delivered in terms of the contract.
snag involving an employee’s paycheck. 1777. Which of the following is not one of the
A. Compensation and Benefits benefits of safety and healthy workplace?
B. Staffing A. Improved Productivity
C. Training and Development B. Employee Retention
D. Compliance C. Company Reputation and Employer
E. Employee Relations Branding
D. High Employee Turnover
1773. Giving employees the authority to make
meaningful decisions about their work is 1778. What does OSHA stand for?
known as A. Overview Specific Human Alliance
A. job design B. Occupational Safety and Health
B. job enlargement Agency

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1.1 HUMAN RESOURCE MANAGEMENT 193

C. Occupational Safety and Human A. True

Agency B. False

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D. Oversight Specific Human Association
1783. Which of the following are statutory
1779. Which life insurance is very cheap for provisions for employee protection?
Employees?
A. Provision of protective clothing and/or
A. Employee’s state insurance protective gear for employees
B. Group life insurance B. Workmen’s compensation
C. Individual life insurance.
C. Compulsory minimum wage rate
D. old age life insurance.
D. Health and Safety at work
1780. Minimum persons must be employed
in as the establishment for the applicabil- 1784. What factors should be considered
ity of the PF act. when designing a compensation and ben-
efits package?
A. 15
A. The number of employees who wear
B. 20
glasses, the length of their commute, and
C. 35 their astrological sign
D. 50 B. The phase of the moon, the color of the
1781. When enterprises implement strategic office walls, and the CEO’s favorite sports
human resource management, they usu- team
ally need to design various financial and C. The number of vowels in the em-
non-financial goals or metrics for a se- ployee’s name, the type of pet they own,
ries of human resource management activ- and their favorite ice cream flavor
ity chains that need to be completed to D. Industry standards, company budget,
achieve the organization’s strategic goals. employee needs and expectations, job re-
These goals or metrics are called ( ). sponsibilities, and market competition.
A. balanced scorecard
1785. The number of steps in the selection pro-
B. Human Resource Management Score-
cess and their sequence will vary, not only
card
with the organization, but also with the
C. KPI indicators type and level of jobs to be filled.
D. A.Strategic map A. True
1782. The Civil Rights Act applies to firms with B. False
more than 10 employees.
1786. It is the strategic approach to the ef-
fective management of an organization’s
employees to enable the company to gain
a competitive advantage. It consists of
planning, organizing, and developing ev-
erything related to promoting the efficient
performance of the personnel that make
up a structure.
A. Labour turnover

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1.1 HUMAN RESOURCE MANAGEMENT 194

B. Human resource management D. Management Training and Evaluation

C. Contracting process
1792. In the present business scenario; busi-
D. Human resource planning ness success mostly dependson how
1787. . Developmental purposes for perfor- are managed.
mance appraisal include evaluating train- A. retention
ing programs and determining promotion
B. changes
candidates.

NARAYAN CHANGDER
A. True 1793. Which criteria of the following are
B. False mainly used to measure the effectiveness
of HRM in enterprises?
1788. The minimum qualifications required by
A. Organizational orientation results
a particular job such as education and ex-
perience is called B. Amount of employees getting promo-
A. job analysis tions
B. job title C. Personal orientation results
C. job description D. Comparative advantage
D. job specification E. Competitive advantage
1789. If you were an employee in company A 1794. What is the highest need in the theory
and your supervisor keeps record on your of human motivation?
behavior so it is likely that you are ap-
praised under which method? A. Esteem
A. BARS B. Physiologic
B. 360 degree C. Safety
C. Human Asset Accounting D. Self Actualization
D. MBO
1795. What is the correct training and devel-
1790. They are responsible for managing the opment process?
small parts of a project into which a large
project might be divided. A. 1. Identify training needs2. Estab-
lish objectives3. Select training method4.
A. Deputy project managers Conduct and deliver training5. Evaluate
B. Project Manager performance
C. Project Leader B. 1. Conduct and deliver training2. Iden-
D. Subproject managers tify training needs3. Establish objectives4.
Select training method 5. Evaluate perfor-
1791. These are inhibitors to employee em- mance
powerment except
C. 1. Establish objectives2. Conduct and
A. Resistance from Employees and deliver training3. Identify training needs4.
Unions Select training method 5. Evaluate perfor-
B. Workforce Readiness mance
C. Resistance from Management D. none of above

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1.1 HUMAN RESOURCE MANAGEMENT 195

1796. Treating people differently because of identify with them and thereby internalize
their disability is called their beliefs, values and assumptions

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A. superstition D. A and C
B. discrimination 1801. Employer-sponsored child care pro-
C. responsibility grams and elder care programs are similar
D. none of above because
A. under both programs, most of the care-
1797. Which of the following is a way to givers are men.
collect candidate information about educa-
tional qualifications, previous work expe- B. both types of programs typically offer
rience, and background knowledge? on-site care facilities to the employees
who bring their wards to theworkplace.
A. A test of employability
C. both programs try to maintain or in-
B. Assessment center crease productivity by assisting employ-
C. job application ees with their responsibilitiesoutside the
workplace.
D. Action template
D. both programs offer substantial in-
1798. A commission or bonus is an example of come tax benefits to employees
a form of
1802. What were the conclusions of
A. employee contract
Hawthorne’s research on human factors?
B. benefit
A. Human factors only have a positive in-
C. Compensation fluence on individual productivity
D. assistance program B. Human factors can have both positive
and negative influences on individual pro-
1799. The compensation package that should
ductivity
be adapted to reward green skills achieve-
ment by employees is C. Human factors only have a negative in-
fluence on individual productivity
A. Green Compensation and Reward Man-
agement D. Human factors have no influence on in-
dividual productivity
B. Green Performance Management
C. Overall costs 1803. Which of the following theories states
that we all judge how we are treated rela-
D. none of above
tive to how we see others being treated?
1800. What factors create organizational cul-
ture?
A. The thoughts and values of new em-
ployees.
B. The founders do not indoctrinate and
socialize these employees to their way of
thinking and feeling.
C. The founders’ own behavior acts as a
role model that encourages employees to

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1.1 HUMAN RESOURCE MANAGEMENT 196

A. expectancy theory 1808. Kaithlynn, Marisol, and Melissa are

B. equity theory part of a project team at their workplace.
Their manager follows Theory Y manage-
C. equality theory ment. What does this mean in their con-
D. judgement theory text?
1804. A specific work activity an employee A. The manager is super nice to Kaithlynn,
performs-such as answering the telephone Marisol, and Melissa so they continue to
or making photocopies of reports-is called work in the team

NARAYAN CHANGDER
a B. The manager ensures they fear him
A. job and are scared so they get the job done
B. task in fear of consequences
C. human resource C. The manager ensures everyone includ-
ing Kaithlynn, Marisol, and Melissa have
D. function
their thoughts and ideas heard, and prior-
1805. The meaning of the acronym HRM is itizes teamwork
A. Human Resourceful Management D. The manager ensures power is un-
B. Human Relation Management evenly distributed because he is tired
C. Humanistic Resource Management 1809. The test which measures what a per-
D. Human Resource Management son can do based on skill or knowledge
already acquired by him/her is known as
1806. What are the key factors to consider
(also called Ability Tests)
when designing a training and develop-
ment program for employees? A. Aptitude Test
A. Choosing irrelevant training methods B. Intelligence Test
B. Identifying specific needs, setting C. Achievement Test
clear objectives, choosing appropriate
training methods, and evaluating effec- D. Interest Test
tiveness
1810. What should the company do when one
C. Ignoring employee feedback of the employee’s performance fall?
D. Setting vague objectives
A. Firing them
1807. What are the three major steps to fore- B. Discipline the employees
casting?
C. Employees counseling
A. Forecast demand for labor → Labor
supply → Labor shortage/surplus D. Embarrassing employees among other
B. Labor supply → Labor short- employees
age/surplus → Forecast demand for la-
bor 1811. The H.R recruitment process is to create
job listings, screening candidates and set-
C. Labor supply → Forecast demand for ting up interviews.
labor → Labor shortage/surplus
A. True
D. Labor shortage/surplus → Labor sup-
ply → Labor demand B. False

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1.1 HUMAN RESOURCE MANAGEMENT 197

1812. What are the key steps involved in the 1815. True or False:The three compensation
recruitment process? policies discussed in class are:alignment,
competitiveness, compliance

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A. Sending carrier pigeons to potential
candidates A. True
B. Interviewing unicorns B. False
C. Hiring the first person who applies
1816. A type of compensation and benefits
D. The key steps in the recruitment pro- model that focuses on what the employ-
cess include job analysis, sourcing can- ees & staff received as payment for the
didates, screening and selection, and on- job they are doing in the organization and
boarding. other perks (monetary and non-monetary)
to enjoy.
1813. Differentiate between transactional and
transformational leaders. A. Compensation & Benefits vs. Total Re-
wards
A. Transactional leaders focus on main-
taining the status quo and using re- B. Warr’s Vitamin Model
wards and punishments to motivate fol- C. Compensation Model
lowers, while transformational leaders in-
spire and motivate followers to achieve D. Total Rewards Model
higher levels of performance.
1817. Following are the real objectives of Re-
B. Transactional leaders use rewards cruitment and Selection, namely
and punishments to motivate followers,
A. Consistent with company strategy, in-
while transformational leaders focus on
sights, and values
achieving higher levels of performance
B. To reduce the number of qualified em-
C. Transactional leaders focus on inspir-
ployees as efficiently as possible
ing and motivating followers, while trans-
formational leaders maintain the status C. Does not support the company’s initia-
quo tives in managing a diverse workforce
D. Transactional leaders focus on achiev- D. Increase the possibility of leaving em-
ing higher levels of performance, while ployees who have been working for a long
transformational leaders use rewards time
and punishments to motivate followers
1818. is the number of employees who
1814. The coming of new communication tech- leave an organization and are replaced
nologies has made it easier for larger busi- over time
nesses to recruit globally with reduced A. head count
costs of online advertising, recruitment
and interviews. B. substitution
A. True C. rotation
B. False D. turnover
Explanation:The coming of new communi-
cation technologies has made it easier for 1819. Comfortable working environment con-
larger businesses to recruit globally with ditions are a type of compensation sys-
reduced costs of online advertising, re- tem?
cruitment and interviews. A. Extrinsic (benefit)

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1.1 HUMAN RESOURCE MANAGEMENT 198

B. Intrinsic D. Changes in physical working condi-

C. Extrinsic (money) tions only affect the output of some work-
ers
D. Rutin
1825. What characterizes a contingent work-
1820. It is to support empowerments program force?
and reinforces them in tangible ways.
A. Long-term employment contracts
A. Commitment
B. Stability and consistent workflow

NARAYAN CHANGDER
B. Facilitation
C. Temporary employment for specific
C. Leadership tasks
D. Leader D. Minimal HR involvement in their hiring
process
1821. Frequent feedback about one’s perfor-
mance was discussed as an important way 1826. Which statistical method can be used in
to improve appraisal reactions, and this is HRM audit to predict one variable from an-
an important aspect of judgment based on other?
evidence.
A. Discriminant
A. True
B. Standard deviation
B. False
C. Correlation
1822. An effective performance reviews D. Regression
should take place several times a year
A. True 1827. refers to the activities undertaken
to attract, develop and retain an effective
B. False workforce within an organization
1823. What are the personal qualities of the A. Resource management
Personnel Manager? B. Recruitment
A. Possesses an above-average intelli- C. Got talent
gence
D. Strategic management
B. Lacks integrity and courage
C. Is not approachable 1828. Industrial action generally does not in-
clude
D. Enjoys working with machines
A. strike
1824. What were the conclusions of Elton B. lock out
Mayo’s research on job burnout and out-
C. demonstration
put?
D. bandh
A. Changes in physical working condi-
tions only affect the output of certain 1829. responsibility commensurates with
workers
A. accountability
B. Changes in physical working condi-
tions affect output B. supremacy

C. Changes in physical working condi- C. command

tions have no effect on output D. ascendancy

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1.1 HUMAN RESOURCE MANAGEMENT 199

1830. Which of the following is NOT one of C. Employee Turnover

main objectives of HR management? D. Discharge

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A. Ensuring productivity
1835. What does the acronym AMO stand for?
B. Implementation of policies and proce-
A. ability, mobility, operation
dures to ensure that the business is com-
pliant with legislation B. aptitude, mobility, operation
C. Selection and recruitment C. aptitude, motivation, opportunity
D. Termination D. ability, motivation, opportunity

1831. What is/are the problem/s associated 1836. The content of job description involves
with Performance Appraisal in Human Re- A. Job title, condition of work
source Management? B. educational qualification, skills
A. Generic effect C. both a and b
B. Recent effect D. none of the above
C. Rater’s bias
1837. Which of the following is a function of
D. Central tendency personnel management?
1832. Assertion (A):Outsourcing can lead to A. Selection of right type and number of
cost savings for a company. Reason people inside an organization
(R):The primary reason companies out- B. To give a good impression to the man
source is to access specialized skills. who is leaving the organization
A. Both A and R are true, and R is the cor- C. Maintaining good relations with peo-
rect explanation of A. ple
B. Both A and R are true, but R is not the D. All answers are correct
correct explanation of A.
1838. Kadon, Blayne, and TInley are team
C. A is true, but R is false. leaders in a company. They are looking
D. A is false, but R is true. for ways to improve communication within
their teams. What method could they im-
1833. What term is used for the removal of plement?
a member of staff to a position where
A. Encouraging gossip within the team
he/she can perform more effectively and
efficiently? B. Limiting the number of team meetings
A. Employment C. Implementing open-door policies
B. Evaluation D. Discouraging feedback from team
members tags130.110130.126 and 2
C. Transfer
more
D. Deployment
1839. A small business owner should never
1834. A temporary or permanent reduction in share his/her values and plans for the
the number of employees because of a business with a job applicant. That infor-
change in business conditions. mation is classified.
A. Layoff A. True
B. Exit Interview B. False

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1.1 HUMAN RESOURCE MANAGEMENT 200

1840. BARS stands for 1844. a type of behavioral method in em-

ployee training
A. Behavioral Attitude Rating System
A. team-building
B. Behavioral Attitude Ranking System
B. on-the-job training
C. Behavioral Aptitude Rating System
C. role-playing
D. Behavioral Anchored Ranking Scale
D. lecture and discussion
1841. Which of the following is an example of 1845. When setting performance measures for

NARAYAN CHANGDER
human resources management? incentive systems, we can say that the
A. Kurt prepares a press release that he best measures are those that
plans to distribute to the media A. are quantitative, simple to understand,
B. Ava speaks with a new vendor to es- and show a clear relationship to improved
tablish sales terms and to place an order. performance.

C. Tony explains the company’s policies B. are qualitative, flexible, and create
to a new employee during orientation. competition between employees.
C. allow employers to “ratchet up” stan-
D. Jennifer gathers sales information to
dards and base rewards on qualitative
develop a quarterly report for her super-
standards
visor.
D. reduce administrative costs, deter-
1842. When conducting a training-needs as- mine rewards based only on quantity, and
sessment, Sky Systems found that a more reward only exceptionalemployees.
flexible set of competencies is needed for
performance. This finding would have oc- 1846. Directing, being one of the preeminent
curred in the task analysis step of the as- functions of Human Resource Management
sessment that falls under
A. Operative functions
A. True
B. Technical functions
B. False
C. Managerial functions
1843. Which of the following orders is fol- D. Behavioral functions
lowed in a typical selection process?
1847. What is the purpose of performance
A. Test and/or interview, application management?
form, reference check and physical exam-
ination A. To monitor employee attendance

B. Application form, test and/or inter- B. To increase employee salaries

view, reference check and physical exam- C. To enforce company policies
ination D. To improve employee performance
C. Reference check, application form, and organizational effectiveness.
test and/or interview and physical exami-
1848. Pay attention to the following job ele-
nation
ments! A. Main director. Foreman. Field
D. Physical examination, test and/or in- supervisorD. Head of section E. Supervi-
terview, application form and reference sorF. The board of directors is part of the
check lower management, namely

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1.1 HUMAN RESOURCE MANAGEMENT 201

A. B, D, F B. Offer the candidate the role solely

B. A, B, C based on their enthusiasm and passion,
overlooking their limited experience

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C. B, C, E
C. Conduct a comprehensive interview to
D. B, C, D assess the candidate’s potential, delve
E. C, E, F deeper into their customer service skills,
and inquire about any related experiences
1849. To develop an understanding of the or transferable skills.
skills required and gaps an organisation
D. Rely solely on the candidate’s qualifi-
has can be done using what?
cations and certifications to make a hiring
A. Competency Interview decision, disregarding their limited expe-
B. Skills Audit rience

1850. Type of pay system where the wage 1853. The activities or practices that define
is based on the number of items and em- the desired characteristics of applicants for
ployee produces in day. specific jobs.
A. Produce pay A. training
B. Piecework B. development
C. Salary C. recruitment
D. Bonus plan D. enhancement

1851. Whose responsibility is it to inform the 1854. What are the two common ways of as-
employer if you are pregnant by the end sessing employees’ performance? Select
of the 15th week before the due date all that apply.
A. Employer A. Objective Measures
B. Employee B. Revenue generated by the employee

1852. As the hiring manager for a recreational C. Aggregate output

club, you are tasked with selecting a new D. Judgemental Methods
staff member for a customer service role.
The club values professionalism, a pos- 1855. A firm contacts an employment agency
itive attitude, and strong interpersonal and provides it with details of a job de-
skills. During the interview process, you scription.Which employment relations task
encounter a candidate who has limited ex- will the agency be completing on behalf of
perience but demonstrates exceptional en- this business?
thusiasm and a genuine passion for cus- A. Time management
tomer service. Which approach aligns best
B. Selection
with the principles of human resource man-
agement when considering this candidate C. Recruitment
for the role? D. Development
A. Dismiss the candidate based on their
limited experience and proceed with can- 1856. Human resources strategy belongs to ()
didates who possess more extensive ex- strategy.
perience in customer service A. organize

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1.1 HUMAN RESOURCE MANAGEMENT 202

B. company 1860. customer, profit and people

C. compete A. yes
D. Function B. no
C. not sure
1857. exchanging information to develop con-
tacts to further a career D. who cares
A. Collaborating 1861. Management has been around for a long
time, such as in cities where warships

NARAYAN CHANGDER
B. Downsizing
were prepared using management lines in
C. Networking the 1400s.
D. Mentoring A. Constantinople
1858. When evaluating a job opportunity, you B. Venice
should pay attention to health care, retire- C. Alexandria
ment benefits and your special needs.
D. Roma
A. True
1862. To is to let other people share work-
B. False
loads and responsibilities.
1859. What is the complexity of human re- A. delegate
source management in the international en- B. share
vironment?
C. command
D. task
1863. How is a worker on commission paid?
A. According to how much time is worked
B. According to the level of output
C. According to how many items are sold

D. none of above
1864. Effective diversity training enables man-
agers to
A. audit policies.
A. Given the diversity of the management B. make more money.
and workforce around the world, HR ac-
C. develop a global mindset.
tivities should be correspondingly diversi-
fied. D. clarify compensation objectives.
B. MNCs deal with a wider external en- 1865. Which of the following would improve
vironment that includes various types of worker satisfaction within the workplace?
governments, policies and procedures A. Improved communication betweenem-
C. Training must be in the language of the ployees and line managers
executive’s country of origin B. Improved business profitability an-
D. In all of the above dreduced employee working hours

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1.1 HUMAN RESOURCE MANAGEMENT 203

C. Decreased labour costs andincreased to deliver superior performance in a given

employee responsibilities job

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D. Increased staff supervision andde- B. Competencies are like an iceberg, with
creased work-life balanceoptions skills and knowledge forming the tip.
C. Different levels of competencies pro-
1866. What is the definition of a wage?
duce different outputs
A. A profit sharing plan D. Competencies cannot be developed
B. Extra compensation
1871. Social media sites are a poor choice for
C. A fixed amount of pay for each week, recruiting, because job seekers see these
month, or year sites as social outlets rather than a place
D. An amount of money paid on an hourly to search for jobs.
basis A. true

1867. Poor hygience factor will increase job B. false

disatisfaction. Then, 1872. Nonexempt employees covered by the
A. Staff will quit the job Fair Labor Standards Act must be paid at
the rate of a rate of one and a half times
B. Staff will stay at the job
their regular pay rate for time worked in
C. Saff will do nothing excess of forty hours in their workweek.
D. none of above A. True
B. False
1868. What is the purpose of human resource
management? 1873. What welfare benefits contribute to
A. ensure people employed by organiza- well-being after retirement?
tion are being used as efficiently possible A. House rent
for achieving company goals. B. provident fund
B. to pay wages C. Medical expenses
C. specialiest who developed and D. Mutual allowance
mainained staffing system
1874. Why is it important for Human Resource
D. to approve leave Management to have an effective perfor-
mance management system?
1869. is the right to make decisions, to di-
rect the work of others, and to give or- A. The perfect way to strengthen any
ders. company and gives businesses a competi-
tive edge.
A. Leadership
B. It helps HR to see which employees
B. Authority are excelling and able to move up within
C. Management the company.
D. Responsibility C. Employee development is only suc-
cessful if there is truly a shared effort be-
1870. What is not true about competencies tween HR and the employees.
A. A Competency is an underlying charac- D. It helps HR determine who needs to be
teristic of a person which enables him/her fired if they are lacking in performance.

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1.1 HUMAN RESOURCE MANAGEMENT 204

1875. Why is it important for Human Resource 1878. Whose responsibility is it to provide ap-
Management to have an effective perfor- propriate training?
mance management system? A. Employer
A. Employee development is only suc- B. Employee
cessful if there is truly a shared effort be-
tween HR and the employees. 1879. Human resource management is the
function of attracting, developing, and re-
B. It helps HR determine who needs to be
taining employees who can perform the ac-
fired if they are lacking in performance.

NARAYAN CHANGDER
tivities needed to meet organizational ob-
C. It helps HR to see which employees jectives.
are excelling and able to move up within
A. True
the company.
B. False
D. The perfect way to strengthen any
company and gives businesses a competi- 1880. This year a large school with a his-
tive edge. tory of moderate to low student achieve-
ment began implementing a new teacher
1876. HR Function evaluation system. The principal assigned
A. Contributes to the development of a two assistant principals to conduct most
high performance culture teacher evaluations for the current school
year. Which of the following observations
B. Franchising entering new markets in
made by the principal in regard to these
which the franchise pays a fee for using
evaluations most strongly suggest a need
the brand name and agrees to follow the
for additional training for the assistant
standards and rules
principals?
C. May ensures that HR activities support
A. Most teachers have been rated as ef-
the achievement of business strategies on
fective or highly effective across most ar-
a continuous basis and add value.
eas of performance
D. Specializes in matters relating to B. Many teachers have expressed con-
the employment, managements, develop- cern that their rating this year were lower
ment, and performance of people in orga- than they were previous years
nizations.
C. The ratings achieved by a large num-
1877. What are some key labor laws and regu- ber of teachers lack consistency across
lations that employers must comply with? different areas of performance
A. Minimum wage laws, overtime pay D. Most teachers ratings do not show
requirements, anti-discrimination laws, a strong correlation with their students’
workplace safety regulations, and family grades and classroom test results
and medical leave laws.
1881. Because supervisor Hadley suspended
B. Employers are not required to comply an employee covered by a typical labor
with any labor laws agreement, a grievance hearing will be
C. Employers can choose which labor held in which Hadley will be called upon to
laws they want to comply with support the suspension by demonstrating

D. Employers only need to comply with A. just cause.

minimum wage laws B. reasonable review.

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1.1 HUMAN RESOURCE MANAGEMENT 205

C. complete fairness. 1886. What does Compliance in Human Re-

D. explainable opinions. source Management involve?

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A. Doing what is asked or required by gov-
1882. Set of theories, assumptions, and ideas ernment in the management of people
that contribute to your worldview and cre-
B. Ensuring employee satisfaction
ate the framework from which you oper-
ate every day based on your knowledge C. Supply chain management
and experiences D. Marketing strategies
A. Acceptance
1887. Ethics in human resource management
B. Diversity helps to improve:
C. Paradigms A. Production
D. Demographics B. Productivity

1883. According to Porter’s competitive C. Profit

strategies, which strategy focuses on pro- D. Power
viding distinctive levels of service or high
quality to differentiate from competitors? 1888. Coaching is a collaborative process
where managers encourage employees to
A. Low-cost leadership come up with their own solutions
B. Differentiation A. True
C. Focused differentiation B. False
D. Focused low-cost leadership
1889. Pay compensation according to ability
1884. Organisations of the 21st century re- A. Job Description
quire
B. Evaluating Applicants
A. effective production of new products C. Employee Turnover
or services
D. Paying for Performance
B. a skillful and flexible workforce
C. effective selections tools and models 1890. Where is not a step of the “manage-
to secure staff ment planning process”?

D. a rational and ‘scientific management’ A. Setting objectives

approach to managing people B. Making basic planning forecasts
C. Reviewing alternative courses of ac-
1885. What is one of the benefits of conduct-
tion
ing an HRM audit?
D. Evaluating the performance and re-
A. Identifying the contribution of the Mar-
sults
keting Department
B. Improving the company’s financial per- 1891. Globisys just developed a complex in-
formance centive system in which the rewards pro-
vide purpose, as well as give autonomy to
C. Clarifying the responsibilities of the the workers and offer them the opportu-
HR Department nity to master a skill. This new system
D. Increasing the production efficiency was most likely designed to

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1.1 HUMAN RESOURCE MANAGEMENT 206

A. be an enterprise system C. Administrative Purpose

B. incentivize groups D. Financial Purpose
C. attract manufacturing workers
1897. What is the importance of selection
D. reward professionals method in hiring an applicant?
1892. Which of the following is TRUE about A. It helps the HR officer to screen appli-
training? cants.
B. It helps the HR officer to select the

NARAYAN CHANGDER
A. Training should bear a higher training
cost. most qualified applicant based on highest
educational background.
B. A training program should be one
where trainees are able to learn and re- C. It helps the HR officer to screen each
ceive immediate feedback. applicant credentials, skills, and other
professional background as needed, and
C. Training should not be done less than
is qualified for the vacant position.
one year.
D. none of above
D. Training program should not be based
on performance. 1898. employees whose services are needed
1893. Tick the advantages of email. for a specific period only

A. Cheapest and quickest A. permanent

B. Informal channel B. project

C. Does not disturb the receiver C. casual

D. Sent to a large number of people simul- D. term
taneously.
1899. Along with being understood and appre-
1894. Undesired Work Outcome ciated for their unique needs, what do em-
ployees require?
A. Increased Productivity
A. Micromanagement
B. Decreased Absenteeism
B. Lenience
C. Increased Competition for Employees
C. Motivation
D. Decreased Turnover
D. none of above
1895. Staffing will how many activities
A. 2 1900. QuilTek has informed its employees of
the company policy that they may not use
B. 3 their business phones to make personal
C. 4 calls. What is true of this situation?
D. 5 A. Employees’ communication may be
monitored, even personal calls on busi-
1896. Performance appraisal used for decision ness phones.
for salary adjustment, promotion, reten-
tion, termination, lay off and recognition B. QuilTek is monitoring an employee’s
phone, and the employee receives a per-
A. Developmental Purpose sonal call, QuilTek must hangup immedi-
B. Strategic Purpose ately.

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1.1 HUMAN RESOURCE MANAGEMENT 207

C. The employees have grounds to file 1906. Best Managers for Empowerment is
a complaint against QuilTek under provi- A. Task oriented
sions of the ECPA forinstituting this policy.

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B. Workaholic
D. An individual employee may have
grounds to file a complaint against Quil- C. People oriented
Tek under provisions of theECPA if QuilTek D. Balance for task and people oriented
monitors that employee’s personal call.
1907. A business has decided to do off-the-job
1901. A rest period shall not less be than 24 training because
consecutive hours after every 6 consecu-
A. Its cost effective
tive normal work days.
B. Often higher quality
A. TRUE
C. Its the most common form of training
B. FALSE
D. Employees learn from others
1902. All of the following are resources an en-
trepreneur can use for recruiting except: 1908. Publicizing the open job to employees
(company intranets or bulletin boards)”
A. employment agencies
refers to
B. in-store advertising
A. Hiring new one
C. classified/online ads
B. Succession planning
D. all of the above can be used
C. Job posting
1903. The selection and development of em- D. Rehiring former staff
ployees to occupy key positions in the fu-
ture is termed as 1909. What are the advantages and disadvan-
A. Career development tages of bureaucracy as a form of organi-
zation?
B. Career planning
A. The advantages of bureaucracy are ef-
C. Human resource enhancement
ficiency and accuracy in carrying out tasks
D. Succession planning
B. The advantages of bureaucracy are
1904. are the term used to define the pro- flexibility and speed in decision making
cess between employers and employees, C. The disadvantage of bureaucracy is
management and unions in order to make the lack of clear hierarchy and structure
decisions in organizations.
D. The disadvantage of bureaucracy is
A. Labor Relations the lack of clear rules and procedures
B. Performance Evaluation
1910. A merger happens when a company
C. Recruitment and Selection merges with another company that sells
D. Training and development products to the same customers, but indi-
rect competitors
1905. Unemployment compensation provides
former employees with money for a cer- A. Horizontal Merger
tain period while they are unemployed. B. Vertical Merger
A. True C. Concentric Merger
B. False D. none of above

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1.1 HUMAN RESOURCE MANAGEMENT 208

1911. Who is the responsible party whom the 1916. Which of the following is one of the chal-
employee should approach when she ob- lenges in finding high-level workers:
serves a lack of action being taken by the A. Too many workers in skilled trades
company management to resolve the is-
sue? B. Decreasing benefit demands and ben-
efits costs
A. Employer
C. A decreased sense of employee loyalty
B. Indigenous People
D. A shortage of trained workers in key
C. Trade Union

NARAYAN CHANGDER
areas
D. Human Resource Manager
1917. As human resource management is de-
1912. People who work in a place are called veloping in a strategic direction, the
fastest growing field in the field of human
A. personnel resource management is
B. trainee A. human resource planing

1913. Which kind of training every new em- B. Human resources cost management
ployee needs? C. Human Resource Development
A. Orientation D. Human Resources Performance Man-
B. On-the-job training agement
C. Classroom 1918. Recruitment means
D. None of them A. Total number of inquiries made
1914. Pay compression most often occurs B. Total number of selections made
when C. Total number of persons short listed
A. an organization’s pay structure in- D. Total number of applications received
cludes a wide spread between pay rates
for hourly and supervisoryemployees. 1919. When a human resources department
uses interactive computer simulations to
B. wage differences between high-and
help employees learn how to do their jobs,
low-paying jobs increases.
it is using technology for purposes.
C. less experienced, often junior employ-
A. evaluation
ees, earn as much or more than expe-
rienced employees due to highstarting B. training
salaries for new employees. C. hiring
D. pay rates are influenced by D. compliance
government-based rather than market-
based factors. 1920. One of the main reasons for Disney’s
failure in France was it’s approach.
1915. The number and nature of the jobs that
company needs is
A. decision
B. surplus
C. supply
D. demand

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1.1 HUMAN RESOURCE MANAGEMENT 209

A. polycentric C. test
B. geocentric D. job analysis

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C. ethnocentric
D. none of the above 1926. can be defined as a written record of
the duties, responsibilities and conditions
1921. Which of the following definitions is in- of job.
correct?
A. Job description
A. induction training-work-related educa-
tion to increase workforce skills B. Job specification
B. on-the-job training-instruction at the C. Job profile
place of work
D. None of the above
C. off-the-job training-instruction away
from the place of work 1927. According to the pinwheel model, how
D. staff appraisal-the process of assess- many key functional areas does human re-
ing the effectiveness of an employee source management center on?

1922. Compensation and other benefits at- A. 4

tract employees to stay in the company B. 6
other than the culture and the relationship
that has been built. C. 8
A. TRUE D. 10
B. FALSE
1928. Which of the following would most
C. NOT SURE
likely help managers develop a strong re-
D. none of above lationship with employees in implementing
high-performance work systems?
1923. The best way for adults to learn is
A. Teacher teaches A. Relying on informal communication
B. The teacher teaches mainly, and self- B. Concentrating efforts on achieving all
study is supplemented of the organization’s objectives
C. Passive learning C. Involving them early in the design pro-
D. Self-learning cess

1924. It’s not the duty of Line Managers to D. Concentrating accountability with the
train employees for jobs that are new to top management
them.
1929. A Performance Management System
A. True
(PMS) involves a continuous process of
B. False
A. Communicating
1925. Below are techniques of collecting infor-
B. Coaching and motivating
mation on applicants EXCEPT
A. reference check C. Training
B. interview D. All of the above

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1.1 HUMAN RESOURCE MANAGEMENT 210

1930. What is the goal of personnel develop- 1935. One of the HRM functions is
ment? A. Planning Function
A. To be in accordance with the law B. Digestive Function
B. Make employees have higher perfor- C. Role Functions
mance
D. Defense Function
C. Provide employees with as much
knowledge as necessary 1936. Workforce planning is best defined as:

NARAYAN CHANGDER
A. a review of the skills and qualifications
D. Let HR have work to do.
of all workers
1931. When HR management executives par- B. analysing and forecasting the num-
ticipate in a company’s long-range plan- bers and skills of those workers that will
ning efforts, they are taking part in be required by the organisation to achieve
its objectives
A. strategic management
C. the measurement of the rate of labour
B. marketing turnover
C. budgeting D. an audit of the firm’s workforce.
D. financial analysis
1937. Where would you find the personal his-
1932. It is the process involves collecting tory of an employee
and feeding back data about individual or A. staff record card
group performance and the way results B. application form
were achieved.
C. interview assessment form
A. Goal setting
D. training record
B. Performance appraisal
1938. Which one of these factor that will not
C. Reward system effect Human Resource Changes in an or-
D. none of above ganisation?
A. Technological changes
1933. Job design is the process of deciding
which tasks will be performed by a person B. Globalization and increased competi-
in a particular job. tion
C. Employee education and expectations
A. True
D. Local meteorological changes
B. False
1939. It is the arbitrator’s responsibility to en-
1934. What is the main disadvantage of off- sure that each side receives a fair hearing.
the-job training?
A. True
A. Irrelevant and expensive B. False
B. No output is produced
1940. What is the purpose of Training and
C. Relevant experience and cheaper to Development in Human Resource Manage-
organize ment?
D. Easier to control quality A. To decrease employee engagement

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1.1 HUMAN RESOURCE MANAGEMENT 211

B. To provide information for personal A. Managers are typically action-

use oriented.

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C. To better people and performance B. Qualified trainers are not available.
through information they will use C. Scheduling poses problems.
D. To increase employee turnover D. Records are unavailable.
1941. How can the small business owner be 1945. Performance evaluations are simply a
better prepared to conduct the job inter- logical extension of the day-to-day perfor-
view? mance management process.
A. Review the applicant’s resume, appli- A. True
cation, and Facebook page.
B. False
B. Create a list of legal and job relevant
questions to ask the applicant. 1946. The process of identifying the needs of
C. Invite 1 or 2 other key team members new employees, determining the jobs to
of the business to participate in the job in- be filled and the types of people needed
terview. to fill them, and attracting suitable candi-
dates for the jobs, is referred to as?
D. All of the above will help prepare the
small business owner for the job inter- A. Employment contract
view. B. Recruitment
1942. What is internal recruiting? C. Person specification
A. It is the process of selecting people D. Job description
within a region that is qualified for the job.
1947. An employer can discharge any em-
B. It is the process of asking employees ployee for any reason not barred by law
to get their friends and family to join the
A. Employment At Will
workforce.
B. Benchmarking
C. It is the process of asking employees
to recruit other people. C. Paradigms
D. It is the process of selecting employ- D. Civil Rights Act 1964
ees within the company to enter that job
opening. 1948. A temporary teams established to at-
tack specific problems in the work place
1943. Why should an HRMS be implemented? and to find the root cause of a problem is
A. To strengthen procedures for employ- called
ing new employees A. Work Team
B. To maximize the efficiency of person- B. Problem Solving team
nel C. Management Team
C. To reduce unnecessary expenditures D. Virtual Team
D. All of the above
1949. The Americans with Disabilities Act
1944. Which of the following LEAST likely ex- (ADA) prohibits discrimination against peo-
plains why it is difficult to implement train- plewith disabilities in regard to all the fol-
ing programs at many organizations? lowing services at ahotelexcept

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1.1 HUMAN RESOURCE MANAGEMENT 212

A. wide enough door entries 1955. Together pay and benefits are called
B. Line of credit A. compensation
C. employee privacy laws B. profit sharing

D. national labor laws C. salary

D. wages
1950. Retaining employees includes:
1956. To retain top talent, build a strong and
A. Compensation and benefit systems consistent team, human resource manager

NARAYAN CHANGDER
B. Wage and hour requirements needs to know how to do the process
in the right way.
C. Performance reviews
A. training and development
D. Probation
B. recruitment and selection
E. Firing
1957. Which of the following is an example of
1951. How many functions are there in human an employee benefit?
resource management? A. Job analysis
A. 4 B. Performance appraisal
B. 6 C. Health insurance
C. 8 D. Salary survey
D. 10 1958. What is the benefit of using the Compar-
ative approach in HRM audit?
1952. The first step of HRP is:
A. Improving employee satisfaction
A. External and Internal environment B. Enhancing product quality
scanning
C. Reducing HRM costs
B. Forecasting
D. Identifying critical issues in HRM
C. Balancing the demand and supply
1959. What is the main method of conflict res-
D. Accounting for HR olution with only two parties involved?
1953. An HR manager conducts an exit inter- A. Arbitration
view with a retiring employee. B. Conciliation
A. Staffing C. No-strike agreement
B. Compensation and Benefits D. Industrial democracy

C. Training and Development 1960. Entrepreneurs must delegate responsi-

bility, or the duty, for completing assigned
D. Compliance
tasks. When it comes to delegation, which
E. Employee Relations of the following is a FALSE statement?
A. Assigned tasks must be clearly iden-
1954. There is no hierarchical arrangements of
tified so that everyone will know exactly
need in theory.
what they are responsible for.
A. Maslow’s theory
B. There should be no questions about
B. Herzberg theory who is responsible for each task.

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1.1 HUMAN RESOURCE MANAGEMENT 213

C. Authority is delegated from the top of 1965. What is/are the importance of Training
the small business to others at lower lev- and Development?
els.

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A. To increase the performance, produc-
D. One person really can do everything if tivity and motivation
they just work hard enough.
B. For improvement of organization cul-
1961. The Contingency Theory states that a ture
leader’s effectiveness is contingent upon C. To imbibe the team spirit
all but one of the following factors:
D. To expand the business
A. Whether a leader is task-oriented
B. Whether a leader is goal-oriented 1966. Type of pay system where the employee
earns a fixed compensation computed on
C. Whether a leader is relationship- weekly, biweekly, or monthly pay peri-
oriented ods.
D. How stressful the environment is
A. Hourly Wage
1962. What is the role of the HRM manager in B. Piecework System
the discussion?
C. Commission Plan
A. Representing the employer’s interests
D. Salary
B. Advocating for the welfare of the em-
ployees 1967. Encompasses acceptance and respect,
C. Negotiating with the indigenous com- understanding that all individual’s are
munity unique. Recognizing our individual differ-
ences and embracing/celebrating the rich
D. Offering emotional assistance differences contained within an individual.
1963. During the initial startup of the new A. Demographics
business venture, who will be responsible B. Diversity
for the human resources management func-
tion of the new business? C. Paradigm
A. the entrepreneur D. Cultural
B. the accountant
1968. The evidence used in evidence-based hu-
C. the personnel department man resource management may come from
D. the venture capitalists actual measurements, existing data, or
critically evaluated research studies
1964. A forecasting technique to predict the fu- A. TRUE
ture based on past performance is the
method B. FALSE

A. Plan 1969. People can “fake” their answers on per-

B. Forecast sonality tests. True or False?
C. Demand A. True
D. Trend analysis B. False

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1.1 HUMAN RESOURCE MANAGEMENT 214

1970. includes the connection of the peo- B. Increased employee morale, in-
ple towards the community in which they creased productivity, increased business
dwell. It can also becalled as the interest growth
towards the affairs of the society and the C. Positive impact on employee satisfac-
active participation and interest to solve tion, positive impact on company reputa-
the social problems. tion, positive impact on customer trust
A. communication D. Legal penalties, fines, lawsuits, rep-
B. social obligation utational damage, loss of business li-

NARAYAN CHANGDER
censes, closure of the business, and neg-
C. priority ative impact on employee morale and pro-
D. Advisor ductivity.

1971. Initiative of Personnel Management is: 1975. IHRM is the same with HRM
A. Piecemeal A. Yes
B. No
B. Integrated
C. Maybe
C. Transactional
D. none of above
D. Transformational
1976. It is merely an administrative and
1972. Written tests, performance-simulation record-keeping function, which is the pre-
tests, realistic job preview and interviews cursor of the term human resource man-
are the agement.
A. Selection errors A. Human Resource Management
B. Selection process B. Human Resource Development
C. Selection devices C. Personnel Management
D. Selection decision D. Human Resource Planning

1973. These are regular short term ‘check-ins’ 1977. En Kamal uses private employment
to assess how well an employee is per- agencies to recruit students at Higher Edu-
forming on tasks or assignments allocated cation Institutions.
to him or her. A. RIGHT
A. Performance reviews B. SALAH
B. Annual Review 1978. The main purpose of conducting job anal-
C. Performance evaluations ysis is to prepare

D. Quarterly Check-Ins A. job description

B. none
1974. What are the consequences of non-
C. job specification
compliance with labor laws and regula-
tions? D. job specification and job description

A. Decreased profits, decreased cus- 1979. Interview Question:What changes have

tomer loyalty, decreased employee reten- you made in working with others to be
tion more effective at work? This question will

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1.1 HUMAN RESOURCE MANAGEMENT 215

help the interviewer to learn more about 1984. Performance Management is a continu-
the candidate? ous process

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A. Professional characteristics A. True
B. Team skills B. False
C. Goals for the future with the company 1985. What are the factors that have con-
D. Dedication to completing a project tributed to the growth of personnel man-
agement in the Philippines?
1980. Social Security is a federal program de- A. Vice President of the Company, college
signed to do which of the following? professor, career advancement
A. Provide medical benefits and pay for B. Unlimited use of gasoline and free
lost wages to workers suffering a work- maintenance check-up, company cellular
related injury or illness phone, education scholarship
B. Provide death benefits to the depen- C. Influx of new concepts in manage-
dents of workers who die from a job- ment, representation allowance, meal al-
related injury or disease lowance
C. Help workers and retired workers D. Increasing complexity of business op-
achieve a degree of economic security erations, government regularization and
labor laws, growth of labor unions
D. Provide unemployment insurance to
workers who are unemployed through no 1986. True or False? The “Pay Model” starts
fault of their own by making decisions about pay policies. In
other words, the first step in compensa-
1981. Refers to the process of attracting qual- tion decision making is to determine pay
ified applicants to occupy vacant positions policy decisions.
in a company.
A. True
A. Recruitment
B. False
B. Selection
1987. In a business the employment relations
C. Placement function deals with the relationship be-
D. Training and Development tween which of the following?
A. Consumers and employers
1982. How are businesses classified?
B. Employers and employees
A. Number of employees
C. Employees and staff
B. Work activities the business performs
D. Staff and consumers
C. Age of the company
1988. Which of the following in not a type of
D. Profit level of the business E-HRM?a operational b transformational c
functional d relational
1983. According to the research results, men’s
level of commitment was found to be A. Operational
higher than that of women. B. Transformational
A. True C. Functional
B. False D. Relational

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1.1 HUMAN RESOURCE MANAGEMENT 216

1989. As part of Tuckman’s Ladder of Team- 1994. Occurs when employees do the absolute
work Development, which of the following minimum required, as stated in their con-
best describes the ‘Norming’ level of per- tracts of employment. In essence, they
formance? adhere to all the rules and regulations to
reduce productivity.
A. The team understands the project and
their roles A. Walk-out
B. The team begins to do the work B. Work-to-rule

NARAYAN CHANGDER
C. The team begins to work as a team
C. Strikes
D. The team is working at an efficient
level that exceeds what individuals could D. Trade Unions
accomplish E. No Strike Agreement
1990. In small businesses, only one employee
must specialize in a job 1995. An organization’s use of an outside or-
ganization for a broad set of services
A. True
A. Self-service
B. False
B. Foreign companies
1991. Which of the following is a threat ac-
cording to SWOT analysis? C. Outsourcing
A. Recession D. Independent contractor
B. Poor management practices
1996. What are the principles of management
C. Low-quality output
according to Henri Fayol?
D. Insufficient resources
A. Management principles that focus on
1992. The hospitality industry has always bureaucratic needs
been concerned with, , , , , , , , , , , , , , B. Management principles that focus on
, , , , , that help to create a more effective human needs
and efficient internal operation.
C. Management principles that focus on
A. strategies
social needs
B. technological developments
D. Management principles that focus on
C. digital Human Resource Management efficiency and productivity
D. human capital
1997. HRP is needed in order to meet the
1993. When applying for a vacancy, you needs of expansion and growth for the or-
should send a CV together with what? ganization.
A. Letter of interest
A. True
B. Covering letter
B. False
C. Application letter
D. Nothing 1998. Awards:

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1.1 HUMAN RESOURCE MANAGEMENT 217

2002. Which performance appraisal method

tries to evaluate employees in term of
monetary value?

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A. Human Asset Accounting
B. BARS
C. 360 degree
D. MBO

2003. Which is the process of helping new em-

A. are legally enforceable formal agree- ployees adjust to a company?
ments made by employer and employees
at the industry level A. Training
B. Orientation
B. are collective agreements that set out
wages and conditions of employees C. Simulation training
C. are collective agreements made at a D. Recruitment
workplace level with an employer
2004. Type of pay system where the employee
D. are agreements made between an em- wage is based on the number of items pro-
ployee and an employer.contact. duced
A. Hourly Wage
1999. Weekly Check-Ins template might in-
clude: B. Piecework System
A. Longer-term goals for the coming year C. Commission Plan
B. Recent accomplishments D. Salary

C. Status of ongoing projects 2005. What can be the source of psychological

stress at work?
D. High level accomplishments
A. A lot of free time is given
2000. Which of the following is an on- B. Feelings of not having control over
boarding activity: work
A. Grievances C. Conducive work environment
B. Orientation D. Involvement in new projects
C. Compliance 2006. What r the basis of Promotion?
D. Exit interviews A. Seniority Basis
2001. Psychological principles of learning refer B. Merit Basis
to the characteristics of training programs C. Academic Basis
that help employees grasp new material,
D. Both A & B
make sense of it in their own lives, and
transfer it back to their jobs. 2007. Challenges of HRM include
A. True A. Managing Workforce Diversity
B. False B. Meeting Aspirations of Employees

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1.1 HUMAN RESOURCE MANAGEMENT 218

C. Empowerment of Employees B. Not recognizing their achievements

D. Building Core Competence and Creat- C. Micromanaging their every task
ing Competitive Advantage D. Offering a competitive salary
E. All of these tags130.142

2008. is the process of identifying the 2013. The process of eliminating unsuitable
goals, measuring the outcome? candidates is called
A. Potential Appraisal A. Recruitment

NARAYAN CHANGDER
B. Performance Appraisal B. Selection
C. Selection Process C. Interview
D. Planning Process D. Induction

2009. The leadership of trade unions is not 2014. What is/are approaches to Perfor-
rooted in the class. mance Management that links employee
A. working activities with the organization’s goals
and objectives?
B. weaker
A. Management by Objectives (Top-
C. middle down)
D. High B. Behavioral Approach
2010. Regarding compliance with labor laws, C. Result Approach
the government requires: D. Comparative Approach
A. Filing reports and displaying posters
2015. Which following is considered as step 2
B. Hiring, discipline, promotions and ben- of human resource planning process?
efits
A. A. Goal setting and strategic planning
C. Avoiding unlawful behavior
B. B. Forecasting HR availability
D. Collective bargaining and contract ad-
ministration C. C. Program implementation and evalu-
ation.
2011. Strategic Management handles A. D. D None of the above
management issuesB. external issuesC.
administrational issuesD. internal issues 2016. What is the main purpose of redundancy
A. management issues for a business?
B. external issues A. When an employee is given some
money as compensation for leaving
C. administrational issues
B. When an employee is no longer needed
D. internal issues and loses their work through no fault of
2012. Talan, Molly, and Avery are working in theirs
a company. What is a common way their C. When an employee resigns from a job
employer might motivate them? D. When a worker is told to leave their job
A. Assigning them an unrealistic work- because their work or behavior is unsatis-
load factory

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1.1 HUMAN RESOURCE MANAGEMENT 219

2017. be aware of all the laws that affect the 2022. One of the training methods that least
workplace expensive and least time-consuming ways
to accomplish that goal.

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A. Laws affecting Employment
B. Workplace Policies A. Simulations
C. Compensation and Benefits B. Classroom Instruction
D. Worker Protection C. Audiovisual Training
E. Training and Development D. On-the-Job Training

2018. Which of the following business trends 2023. Multiple unions create
affects HR management?
A. Absence
A. Costs of business going down
B. Interest
B. No restructuring
C. Rivalry.
C. Globalization
D. labour leaders
D. Lack of new technology

2019. What is the significance of recruitment 2024. Multitasking skill means that as a HR
and selection in HRM? professional, you must be able to handle
everything all at once.
A. To manage the financial resources of
the organization A. True
B. To hire and select the right people for B. False
the right job
2025. Which choice is not true about reten-
C. To handle customer service for the
tion?
company
A. To retain employees, companies need
D. To develop new marketing strategies
to analyze what causes employee’s dissat-
for the organization
isfaction.
2020. Micromanage B. Retention rate and turnover rate are
A. control only the large parts, however used the same way to calculate.
large, of (a business, project, or activity). C. Higher job satisfaction means higher
B. control every part, however small, of retention rate.
(a business, project, or activity).
D. Retention refers to the means that
2021. Fill in the missing words:Human Re- companies do to hold its good employees
source management is the process of with them.
an organisation’s human resources for the
purpose of achieving the organisation’s 2026. What are the advantages of bureau-
goals. cratic organization according to Weber?

A. hiring, firing and keeping satisfied A. Uncertainty of results

B. acquiring and terminating B. Instability
C. acquiring, developing and maintaining C. High efficiency
D. hiring and firing D. Inability to adapt

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1.1 HUMAN RESOURCE MANAGEMENT 220

2027. What is the main goal of Talent Manage- more dangerous for the individual than for
ment in an organization? other applications?
A. To expand the business globally C. Has the individual ever filed a workers
B. To increase competition compensation claim related to his or her
disability?
C. To attract, motivate and retain produc-
tive and engaged employees D. Can the school make reasonable acco-
modations to enable the individual to per-
D. To reduce costs form the duties of a chemistry teacher?

NARAYAN CHANGDER
2028. The Ethnocentric Approach is beneficial 2031. The top objective of HRM in an enter-
when prise is to:
A. Use the workforce effectively
B. Help businesses achieve their goals
C. Provide a good, motivated labor
source
D. Increase employee satisfaction
E. Ensure compliance withthe law
A. there is a lack of qualified individuals
in the host country 2032. Choose the correct option
B. a unified corporate culture is desired
C. the firm wants to transfer knowledge
of core competencies to the foreign oper-
ation
D. All the above
2029. is the process of negotiating labor
agreements between union members and A. A
management. B. B
A. Mediation C. C
B. Arbitration D. D
C. Labor union 2033. A performance management system
D. Collective bargaining must ensure improvements in all levels
2030. Which of the following questions would A. True
be most appropriate for a principal to con- B. False
sider in evaluating the application of an in-
dividual who has a physical disability for 2034. The project manager is looking at
a position as a chemistry teacher? the project’s resource needs and lessons
learned from past projects. This informa-
A. Is the individual’s disability likely to re- tion causes the project manager to be con-
sult in higher than average rate of absen- cerned about the ability to acquire enough
teeism? resources for the project in six months.
B. Are the duties associated with the po- Which of the following would be the least
sition of chemistry teacher likely to be effective preventive action?

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1.1 HUMAN RESOURCE MANAGEMENT 221

A. Make sure functional managers have a 2039. Strategic human resource management
copy of the resource histogram tools include all the following EXCEPT

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B. Show the sponsor the data, and ex- A. The HR scorecard
plain the project manager’s concern
B. Digital dashboard
C. Determine metrics to use as an early
C. Strategy map
warning sign that resources will not be
available D. Psychological test
D. Ask functional managers for their opin-
2040. A company introduces a policy where
ions
employees can take sabbatical leave for
2035. What is the primary role of human re- educational purposes. This is an example
source management? of:

A. Strategic A. Staff Remuneration

B. Operational and employee advocate B. Staff Training

C. Administrative C. Staff Benefits

D. Compliance D. Staff Motivation

2036. Which of the following is NOT an exam- 2041. Which of the following is a secondary
ple of a processor? and not a core dimension of diversity
A. Cotton mill A. age.
B. Automobile factory B. education.
C. Oil refinery C. race.
D. Textile mill D. Gender

2037. Industrial relations includes 2042. McClelland’s Three need Theory states
A. Grievance handling that employees are motivated by all but
one of the following:
B. Relations with trade union representa-
tives A. Acceptance
C. Collective bargaining negotiations B. Achievement
D. Preparing for contingencies, including C. Affiliation
strike action D. Power
2038. Which of the following is the person re- 2043. The process of systematically organiz-
sponsible for accomplishing an organiza- ing work into tasks is involved in:
tion’s goals by managing the efforts of the
organization’s people? A. job design.
A. manager B. writing job descriptions.
B. entrepreneur C. job analysis.
C. generalist D. job evaluation.
D. marketer E. organizational design.

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1.1 HUMAN RESOURCE MANAGEMENT 222

2044. Which of the following is an aspect of 2049. Which of the following is the outcome
“distributed” HR? of job satisfaction?
A. more centralized HRM decisions A. High labour turnover
B. HRM tasks redistributed to the com- B. High productivity
pany’s employees and line managers C. Absenteeism
C. more paperwork D. All of the above
D. HR professional embedded in all de-
2050. Discuss the role of technology in modern

NARAYAN CHANGDER
partments
recruitment processes.
2045. Which of the following does not belong A. Technology helps in streamlining the
to the basic content of the work instruction hiring process, reaching a wider pool of
A. Job responsibilities candidates, and improving the candidate
B. working environment experience.
B. Technology only complicates the hiring
C. Work authority
process
D. Promotion at work
C. Technology has no impact on modern
2046. In most foreign countries labor unions recruitment processes
will posibly play a much larger role in a D. Recruitment processes are better
manager’s life than in the USA without technology
2051. .... must show the position of the job-
holder.
A. job title
B. job scope
C. job description
D. job specification
A. True
2052. A law that prohibits discrimination
B. False based on race, color, gender, religion, and
national origin.
2047. Because trust organizations increase
speed, relationships with customers and A. American with Disabilities Act
partners become short-term. B. Age Discrimination in Employment Act
A. True C. The Civil Rights Act of 1964
B. False D. Federal Equal Employment Opportu-
nity
2048. The chain of command shows:
A. who has been working at the company 2053. A business using a virtual team to com-
the longest plete a project is an example of:
B. the physical layout of a store or busi- A. Traditional Business Approach
ness B. Globalization
C. who reports to whom in the company C. e-Business
D. the salaries of all company employees D. Business Process Outsourcing

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1.1 HUMAN RESOURCE MANAGEMENT 223

2054. Which of the following are the debts or D. Assign additional tasks to the other
obligations of a business? team members to compensate for the un-
derperforming member

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A. Assets
B. Liabilities 2058. Induction training is given to all new re-
C. Owner’s equity cruits 2. On-the-job training involves in-
struction at the place of work 3. Off-the-
D. Bonds job training entails any course of instruc-
tion away from the place of work
2055. What aspects are useful to study orga-
nizational culture? A. Types of Selection
A. corporate architecture and corporate B. Types of Recruitment
identity C. Types of Training
B. values, beliefs and attitudes D. Types of dismissal
C. basic assumptions; ethical codes
2059. HR Helps Develop an Engaged Work-
D. all of them force
2056. A occurs where an employer bars A. TRUE
its unionized workers from entering the B. FALSE
workplace until such time as they accept
to work on the employer’s terms and con- 2060. Interviews for the purpose of collecting
ditions job analysis data will most likely address
all of the following topics EXCEPT
A. strike
A. hazardous conditions
B. lockouts
B. primary work duties
C. deadlock
C. required education
D. none of above
D. personal hobbies
2057. You are a team leader in a group as- Explanation:Explanation:D) Typical ques-
signment, and one of your team members tions for job analysis interviews address
has been consistently missing deadlines subjects such as the job’s major duties,
and not contributing their fair share of hazardous conditions, performance stan-
work. The rest of the team is growing frus- dards, and required experience and edu-
trated with this member’s lack of commit- cation. It is less likely that an interviewer
ment. How should you address this situa- would ask an employee questions not re-
tion based on principles of human resource lated specifically to the job, such as per-
management? sonal questions about the worker’s hob-
A. Ignore the issue and hope it resolves bies and free time.
itself. 2061. Sophisticated form of brainstorming, in-
B. Confront the team member publicly volving the 5 steps.
and express disappointment in their per- A. Nominal Group Technique
formance.
B. Brainstorming
C. Schedule a private meeting with the
team member to discuss their challenges C. Suggestion box
and offer support. D. Quality Circles

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1.1 HUMAN RESOURCE MANAGEMENT 224

2062. link between an organization’s manage- D. An increasing number of baby

ment and its employees; designed to max- boomers who delay retirement
imize employee performance
2068. What is staffing?
A. Human Resource Management (HR)
A. establishing goals and standards, de-
B. International Labor Organization veloping rules and procedures
C. Organization Management B. motivating and leading employees at
D. Performance Center all levels to get the job done

NARAYAN CHANGDER
2063. A performance appraisal is based on the C. determining what kind of people
assumption that an employee understood should be hired for the different job roles,
what his or her performance standards recruiting prospective employees, select-
were prior to the appraisal. ing employees, training and developing
employees
A. True
D. checking to see how actual perfor-
B. False mances compare to the standards, and
2064. Tying pay to performance can actually taking corrective actions as needed
harm the firm 2069. Entrepreneurs must delegate responsi-
A. true bility, or the duty, for completing assigned
B. false tasks. When it comes to delegation, which
of the following is a FALSE statement?
2065. Which of these do NOT come under A. A.Assigned tasks must be clearly iden-
scope of HRM? tified so that everyone will know exactly
A. Induction and orientation what they are responsible for.
B. Training and development B. There should be no questions about
who is responsible for each task.
C. Motivation and welfare
C. Authority is delegated from the top of
D. PR assessment and maintenance
the small business to others at lower lev-
2066. Retrenchment / reduction of workers els
occurs because the company cannot afford D. One person really can do everything if
to pay workers’ wages. they just work hard enough
A. RIGHT
2070. What is one of the advantages of bu-
B. SALAH reaucracy as a form of organization?
2067. Which of the following is not one of the A. Clear hierarchy
challenges that employers are experienc- B. Lack of flexibility
ing when trying to finding high level em-
ployees? C. Reduce wasted time

A. Expanding global markets with low- D. Efficiency is a top priority

wage workers 2071. Why is it important for HR to handle em-
B. Worker shortage in skilled trades ployment contracts?
C. Decreasing benefit demands and ben- A. To organize promotional events for the
efit costs company

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1.1 HUMAN RESOURCE MANAGEMENT 225

B. To prepare official employment letters C. Valuation discrimination

and documents for new hires D. Treatment discrimination

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C. To manage the company’s social media E. All of the above
accounts
D. To conduct performance appraisals for 2076. Which of the following laws established
the staff a minimum wage for workers?

2072. .... is a tool for employers to plan for

the supply of human resources in an organ-
isation.
A. job description
B. job specification
C. job analysis
A. Fair Labor Standards Act
D. job application
B. Civil Rights Act
2073. This type of employment involves reg-
C. American’s with Disabilities Act
ular, ongoing work but employees work
fewer hours each week than full-time em- D. Sherman’s Antitrust Act
ployees (which can be dictated by a partic-
ular award or agreement) 2077. Calculation functions such as salary pay-
ment and benefits have become pioneer
A. Full time employment function in introducing the use of informa-
B. Casual employment tion technology refers to which impact on
C. Part-time employment operation of organization?

D. Fixed-term contract A. Reduce manpower cost

E. Half-time contract B. Increasing productivity

C. Providing access in remote areas
2074. What is the main feature of a power cul-
ture according to Handy’s typology? D. Institutionalizing organization memory

A. Organizational culture built around the 2078. WIth a cafeteria plan, employees can
interests of individuals choose
B. Power/authority derives from exper- A. the hours that they want to work
tise B. from among benefits of equal value
C. Power/authority/responsibility is de- C. the type of payment plan they want
termined by position
D. random days off from work
D. Power and decisions come from one
charismatic leader 2079. Filling job vacancies with existing em-
ployees from within a business, is called
2075. Per our class discussion, the compensa-
tion objective “fairness” refers mainly to: A. recruiting plan

A. Complying with laws and regulations B. External recruiting

B. Employee perceptions of whether or C. headhunters

not their compensation is fair D. Internal recruiting

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1.1 HUMAN RESOURCE MANAGEMENT 226

2080. Which of the following refers to the hu- 2085. Human resources is commonly called
man requirements needed for a job, such what in the business world.
as education, skills, and personality? A. Accounting
A. Job specification B. HR
B. Job analysis C. Operations
C. Job placement D. RH
D. Job descriptions
2086. According to class lecture, which of the

NARAYAN CHANGDER
Explanation:Explanation:A) Job specifica-
tions are the human requirements needed following is not part of a pay structure
for a particular job likeeducation, skills, (i.e., a structure for base wages)?
and personality. A. the number of levels

2081. True or False:Self-appraisals are an im- B. differentials in pay between levels

portant type of appraisal participation. C. criteria used to determine differences
Managers should therefore encourage em- (content and value)
ployees to rate their own performance in D. pay for performance
terms of a numerical score before the re-
view. E. all of the above are part of a pay struc-
ture
A. True
B. False 2087. Today, more business are choosing to re-
shore their operations, why?
2082. INTEGRATION A. Increasing use of information commu-
A. Harmony nications technologies (ICT)
B. Harmful B. Unethical treatment of people in the
C. Communication and Control workplace

D. Positive feeling and Grievance redres- C. Unethical business practices

sal D. High rates of labour turnover

2083. Who concluded that people were crucial 2088. The evaluation method that requires
to the success of an organization during the supervisors to keep a written record
the industrial revolution? of positive and negative work-related ac-
A. Charles Babbage tions of the employees is called

B. Frederick Winslow Taylor A. Critical incident method

C. Karl Marx B. Essay method

D. Robert Owen C. work standard method

D. Field review method
2084. In a 360◦ appraisal system, feedback is
most likely to come from: 2089. Which one of the following statements
A. Only the immediate supervisor. is representative of what might be asked
in a behavioral interview?
B. Peers, subordinates, and supervisors.
A. “We are concerned with employee pil-
C. External clients only. ferage. As a manager here, how would
D. Only top management. you go about discouraging this behavior?”

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1.1 HUMAN RESOURCE MANAGEMENT 227

B. “Consider a time when you were faced 2094. What are the different types of leaders
with an angry client. What did you do to in a business?
turn the situation around?”

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A. Autocratic, Democratic, Transforma-
C. “What would you do if a subordinate tional, Transactional, Laissez-faire
threatened to sue the company for dis- B. Innovative, Traditional, Conservative,
crimination?” Conventional, Stagnant
D. “Employees in this division are fre- C. Authoritative, Submissive, Passive, Ag-
quently under a great deal of pressure. gressive, Timid
How do you think you would handle the
stress of the position?” D. Introverted, Extroverted, Ambiverted,
Reserved, Outgoing
2090. Employees have a legal right to be safe
2095. Which of the following is NOT a role the
at work.
Human Resources department plays when
A. True helping orient employees?
B. False A. Introducing co-workers
2091. Quality required in potential appraisal B. Helping fill out paperwork
is- C. Assisting employees in their adjust-
A. Technical knowledge and skills ment phase
B. Conceptual capabilities D. Analyzing new employee morale
C. Managerial qualities 2096. Like many other companies, Robert
D. All of the above Mondavi Winery uses to systemati-
cally compare the actual performance of
2092. Using the mode, decision makers each employee with his or her expected
incorporate different viewpoints and in- performance.
sights to develop consensus and commit- A. Value analyses
ment.
B. Performance appraisals
A. Withdrawal
C. Worker benchmarks
B. Collaborating
D. Job descriptions
C. Smoothing
2097. The comparison between supply and de-
D. Forcing
mand for manpower is called:
2093. The of a police officer would state A. Shortage/Surplus analysis
that the purpose of the job is to protect cit-
B. Forecasting
izens, patrol highways, provide safe and
secure roadways, respond to emergency C. Strategic planning
calls, and ensure the safety of town citi- D. Reduce surplus/shortage
zens.
2098. Entrepreneurial business needs to retain
A. Job
those employees that perform well and
B. Job Title add value to the firm
C. Job Description A. Yes
D. Who Knows B. No

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1.1 HUMAN RESOURCE MANAGEMENT 228

2099. What is the main focus of modern hu- 2104. Gives employees some freedom to
man resource management? choose which hours to work as longs as
A. Compliance with regulations they work the required number of hours
or complete their tasks.
B. Employee welfare
A. Flex time
C. Administrative tasks
B. Core Time
D. Strategic alignment with organiza-
tional goals C. Compressed Work Week

NARAYAN CHANGDER
D. Job Sharing
2100. Which of the following are true of test-
retest reliability? 2105. Ben is a supervisor at a shoe manufac-
A. it is the extent to which a measure is turing plan. Absenteeism is high and often
free from random error disrupts production goals. Which Training
method would most likely be used to help
B. it is the way in which we evaluate the
Ben ensure that production goals are met?
consistency of a measure
A. on-the job training
C. it is a correlation between a measure
used at Time 1 and that same measure B. Job rotation
used at Time 2 C. apprenticeship
D. can vary from-1 to 1 but is not usually D. Adventure learning
in the negative range
E. All of the above are true 2106. is not a negative effect of Work-
force diversity.
2101. A Host-Country is the place where a A. Communication barrier
subsidiary may be located.
B. Discrimination
A. True
C. Labour turnover
B. False
D. Innovation
2102. Which HR career is involved in the pro-
cess of searching promising job candidates 2107. Can maintain good relationships be-
through various external sources of appli- tween members of the organization, mem-
cants? ber structures can know their duties, obli-
gations and responsibilities, specialize in
A. development and training specialist
carrying out tasks. It’s a benefit
B. compensation specialist
A. Coordinating
C. recruitment managers
B. Planning
D. benefit specialist
C. Organizing
2103. CompteOrg introduced a new recogni- D. Actuating
tion program in which employees are pub-
E. Controlling
licly recognized for outstanding efforts or
contributions to the firm. This is a form of 2108. There is reason to believe that pay se-
nonfinancial compensation. crecy can do all of the following except:
A. True A. generate distrust in the compensation
B. False system

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1.1 HUMAN RESOURCE MANAGEMENT 229

B. reduce employee motivation C. Traditional Stage

C. inhibit organizational effectiveness D. Pre-Industrial Revolution Stage

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D. generate feelings of commitment 2115. How do decentralized work sites chal-
2109. When each job is individually compared lenge HRM?
with every other in the organization, it is A. By reducing the need for manager
called training
A. Ranking method B. By limiting the scope for work flexibil-
ity
B. Paired comparison method
C. By eliminating the need for compensa-
C. Point ranking method
tion policy revision
D. Factor comparison method
D. By necessitating appropriate work
2110. Planning is a function quality management and compensation
reevaluation
A. Selective
B. Pervasive 2116. People in a High-Performance Organiza-
tion feel a moral obligation to continuously
C. both a and b
strive for the best results.
D. None of the above A. Openness and Action Orientation
2111. Interviewers recognize and like candi- B. Long Term Orientation
dates from similar backgrounds to them, C. Continuous Improvement and Re-
in terms of things like social class and ed- newal
ucational background.
D. Management Quality
A. True
B. False 2117. What are the factors responsible for the
growth of HRM?
2112. Who concluded that people were crucial A. Development of scientific manage-
to the success of an organization during ment and awakened sense of social re-
the industrial revolution? sponsibility.
A. Frederick Winslow Taylor B. The problem of how the available hu-
B. Taylorism man resource could effectively minimise
the cost and maximise the production.
C. Robert Owen
C. Technical factors, awakening amongst
D. Charles Babbage
workers, attitude of the government, cul-
2113. Sequential interviews are common tural and social system.
A. True D. All of the above
B. False 2118. WORK ANALYSIS RESULTS = WORK DE-
TAILS + X WHAT IS X?
2114. Which stage of human resource manage-
ment is characterized by the use of person- A. WORK DESCRIPTION
nel specialists? B. WORK ANALYSIS
A. Modern Stage C. JOB SPECIFICATIONS
B. Transformational Stage D. none of above

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1.1 HUMAN RESOURCE MANAGEMENT 230

2119. Which measure of effectiveness clearly D. Set of programs, functions, activities,

demonstrates problems in the employment designed and carried out in order toomax-
relationship? imize both employee as well as firm’s ef-
fectiveness
A. Benchmarking
B. Disputation 2123. What should be done to maintain posi-
tive employee relations?
C. Absenteeism
A. All aspects of HRM require careful and
D. Quality

NARAYAN CHANGDER
discreetrecord keeping
2120. Aspects that influence MOTIVATION B. Dealing with and responding to com-
municationsfrom employees (benefits,
A. Need policy, safety, )
B. Body C. Collective bargaining and contract ad-
C. Memories ministration
D. Ex D. Preparing and distributing:employee
handbooks and policies, company publica-
2121. The urge that arises in a person con- tions and newsletters
sciously or unconsciously to carry out an
action with a specific goal, is the definition 2124. People who do not receive benefits or
of motivation according to work regularly are called employees.

A. KBBI A. part-time
B. temporary
B. AIC
C. freelance
C. I am
D. permanent
D. KKBI
2125. is a strategic planning tool to iden-
2122. Human Resource Management can be tify strengths, weaknesses, opportunities,
defined as and threats related to a business.
A. Transfer analysis
B. Promotion analysis
C. SWOT analysis
D. Human resources analysis

A. Programs. functions, activities; de- 2126. Which statement is about Managing di-
signed to carry out every day’s functional versity?
activities A. Concentration on issues of discrimina-
B. Set of programs. functions, ac- tion
tivities; designed to carry out every B. Seen as an issue to do with human re-
day’sfunctional activities source practitioners
C. Set of programs, functions, activities; C. Ensures all employees maximize their
designed and carried out in order toassist potential and their contribution to the or-
HR managers ganization

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1.1 HUMAN RESOURCE MANAGEMENT 231

D. Perceived as an issue for certain 2131. Human resource management deter-

groups in one is excluded the labour mar- mines the-relationship.
ket such as women, ethnic minorities and

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A. Internal, external
people with disabilities
B. Employer, employee
2127. Below are reasons why company uses C. Owner, servant
employment agencies in recruiting EXCEPT
D. Principal, Agent
A. company wants to cut down interview
time 2132. Ongoing process of communication be-
tween a supervisor and an employee
B. company doesn’t have its own HR de- throughout the year
partment
A. Acceptance
C. Company must fill the vacancy quickly
B. Performance Management
D. company did not have difficulty to gen- C. Diversity
erate candidates
D. Benchmarking
2128. Management succession planning is
2133. Finding ways to reduce is a crucial
sometimes called as:
responsibility of management.
A. Management hierarchy A. Stress
B. Executive succession B. Dissatisfaction
C. Fibonacci sequence C. Uncertainty
D. None of the above. D. None of the above

2129. which factor that human capital man- 2134. A training methods that give a chance
ager has to consider about determining for the trainee to act like a real worker in
which performance appraisal method to the created environment is called as
use? A. coaching
A. Recruitment plan B. role-playing
B. Turnover rate C. behavior modelling
C. Company’s goal D. blended learning

D. Employee succession plan 2135. What is the primary goal of training?

A. improved performance
2130. has raised $72 million in a funding
round led by Netflix backer TCV at a valu- B. government compliance
ation of more than $1 billion, thus making C. efficient orientation
the cloud-based HR Tech Startup the fourth
D. behavioral modification
unicorn so far this year.
A. a. Darwinbox 2136. A type of job training in which one em-
ployee teams up with another more expe-
B. Protonn rienced employee to learn a job:
C. My Ally A. delegating
D. Talview B. interning

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1.1 HUMAN RESOURCE MANAGEMENT 232

C. recruiting C. Layoff
D. mentoring D. Retrenchment

2137. How many of the states in the United 2142. What is the meaning of human re-
States maintain an employment agency sources?
that administers its unemployment insur-
A. The people who represents a business
ance program?
A. A few B. The best person to do the job

NARAYAN CHANGDER
B. About half C. The people employed to do work in a
business
C. The majority
D. Supervises employees and sets tasks
D. All states to be done
2138. Stakeholders are considered more im- 2143. Human resources focuses only on hiring
portant to an organization when: employees.
A. They can make use of their power on
A. TRUE
the organization
B. FALSE
B. They do not emphasize the urgency of
their issues 2144. Effective June 2021, Panasonic’s so-
C. Their issues are not legitimate lar module manufacturing factory in Kulim
Hi-Tech Park, Kedah planned to double
D. They can express themselves articu-
their production capacity due to an in-
lately
crease in demand for solar panels through-
2139. The change process involves the follow- out Southeast Asia. Materials arrived
ing except: in May 2021, however unfortunately the
additional labour force could not fly to
A. Awareness of desired change
Malaysia as a second Covid-19 wave hits
B. Understanding of change direction Bangladesh. Production needs to start on
C. Translation to the work settings time but the Human Resource department
is not able to hire additional local staff.
D. None of the above Which of the below is not a recruitment
2140. What does employee selection mean? alternative that Panasonic can do to solve
this issue?
A. Interviewing
A. Overtime
B. Employee Turnover
B. Subcontracting
C. Selection Process
C. Outsourcing
D. Job Description
D. Partnership
2141. done by the company where the com-
pany selects the employee & negotiates to 2145. Strike action should be the first course
be compensated to the employee before of action for unhappy employees
termination of service. A. True-this is the best method of conflict
A. Mutual Separation Scheme resolution
B. Voluntary Separation Schme B. False-it should be a last resort

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1.1 HUMAN RESOURCE MANAGEMENT 233

2146. The core of this nominal construction is B. IT IS A HUMAN ACTIVITY RELATED TO

EMPLOYEES OF THE ORGANISATION

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C. IT IS A SOCIAL WORK
D. IT IS NOT MANDATORY
2151. Hiring managers may begin the screen-
A. specific
ing process with a relaxed conversation in-
B. issues stead of a formal interview. This casual
type of interview may happen over a cup
2147. These are the rational of empowerment of coffee.
except
A. Informal Interview
A. Working independently
B. Informational Interview
B. Promotes creativity
C. Mock Interview
C. Increase better ideas, decisions, qual-
D. Informational Interview
ity, productivity and competitiveness
D. Promotes independent thinking and ini- 2152. A core competency is a unique capability
tiative that creates high value for a company.
A. True
2148. All of the following are Islamic Princi-
B. False
ples of HRM except
A. gratitude 2153. The To-Complete Performance Index
(TCPI) is used to determine?
B. intention
A. When the project would be complete
C. Trusteeship
B. The feasibility of the project
D. Trustfulness
C. The risks in the project
2149. The term used to describe a document D. The cost performance required to
which details job title, roles, duties and re- meet certain objectives
sponsibilities of a job is job description.
2154. . A is a formal complaint, by an em-
A. True ployee or by the union that management
B. False has violated some part of the contract.
Explanation:The term used to describe a A. formal mediation
document which details job title, roles, du-
B. union arbitration
ties and responsibilities of a job is job de-
scription. C. contract complaint
D. grievance
2150. Choose the correct option
2155. Unions have a legal obligation to pro-
vide assistance to members who are pur-
suing grievances under
A. the Wagner Act.
B. the Taft-Hartley Act.
C. the fair representation doctrine.
A. IT IS HUMAN ACTIVITY D. the right-to-work statute.

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1.1 HUMAN RESOURCE MANAGEMENT 234

2156. During project planning in a matrix or- 2160. What was the primary influence of Tay-
ganization, the project manager deter- lor’s ideas on management thinking?
mines that additional human resources are
A. The importance of social and human
needed. From whom would he request
factors
these resources?
A. Project manager B. The importance of satisfaction
B. Functional manager C. The importance of efficiency
C. Team

NARAYAN CHANGDER
D. The importance of the hierarchy of
D. Project sponsor needs
2157. Which of the following is closely asso-
ciated with strategic human resource man- 2161. is the process of hiring, developing,
agement? motivating, and evaluating people in order
to achieve organizational goals.
A. Efficient utilization of human re-
sources A. Operations management
B. Attracting the best human resources B. Production management
C. Providing the best possible training
C. Developmental management
D. All of the above
D. Human resource management
2158. This nominal block is made up of two ad-
jectives and two nouns 2162. It is when one company merges with a
company that is better at one step of their
process.
A. Conglomerate Merger
B. Concentric Merger
A. true
B. false C. Vertical Merger

2159. The DAP has 4 main activities:Training, D. none of above

Evaluation, Rewards, Selection. Which of
the following is categorized in selection? 2163. How do environmental factors affect hu-
man resource management?
A. Organizational culture has no influ-
ence on HR management
B. Environmental factors have no impact
on HR management
C. Environmental factors can impact HR
management through changes in work-
A. Responsibilities force demographics, labor laws, and orga-
B. Target detection nizational culture.
C. Applications D. HR management is not affected by
D. Goals changes in labor laws

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1.1 HUMAN RESOURCE MANAGEMENT 235

2164. An employee is moved to a different de- 2169. The four main elements of the human re-
partment to gain a wider range of skills. source cycle/staffing process are:
This is an example of:

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A. Job Enlargement
B. Job Enrichment
C. Staff Transfer for Versatility
D. Remedial Transfer

2165. What is the systematic process of deter-

mining the skills, duties, and knowledge A. acquisition, development, managing
required for performing jobs in an organi- diversity and separation
zation?
B. acquisition, recruitment, motivation,
A. recruitment maintenance and separation
B. job enlargement C. acquisition, development, mainte-
C. strategic planning nance and separation
D. job analysis D. acquisition, development, mainte-
nance and performance management.
2166. Which leadership group must have the
closest understanding of the unique needs 2170. What is the primary focus of Human Re-
of the employees? source Management?
A. Executives A. Analyzing the financial performance of
the organization
B. Middle Management
B. Managing the production process of
C. Supervisors
the company
D. none of above
C. Managing the workforce and employ-
2167. What is the aim of Recruitment? ees of the organization

A. To reject unsuitable candidate and se- D. Developing new products for the com-
lect suitable candidate for the job pany

B. To attract more and more candidates 2171. Is the process of acquiring, accommo-
for the vacant job dating, assimilating and accelerating new
C. To simplify process team members, whether they come from
outside or inside of the organization.
D. It is time-consuming

2168. *HEALTHY WORKING CONDITIONS A.

CAN BE CREATED WITH THE HELP OF
A. *Health & Safety standards
B. *Help & Safety standards
B.
C. *Sanitation
D. *Improving conditions

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1.1 HUMAN RESOURCE MANAGEMENT 236

C. Always on-time attendance

C.
D. Performance of one department within
the company
D. 2177. Discuss the role of employee relations in
maintaining a positive work environment.
2172. Unit labor cost is computed by dividing: A. Employee relations only focus on disci-
plinary actions
A. the total cost of workers by their aver-

NARAYAN CHANGDER
age levels of output. B. Employee relations play a crucial role
in maintaining a positive work environ-
B. the total level of output by the total ment by fostering open communication,
cost of workers. resolving conflicts, promoting a sense of
C. the average level of output by the av- belonging, and ensuring fair treatment of
erage cost of workers. employees.
D. the average cost of workers by their C. Positive work environment is solely de-
average levels of output. pendent on the management
D. Employee relations have no impact on
2173. Tests used to assess a candidate’s skills
work environment
of numeracy, literacy and general knowl-
edge are: 2178. During the screening process, an em-
A. Psychometric tests ployer determines which candidates are
most qualified for the position that needs
B. Aptitude testing to be filled.
C. Intelligence tests A. True
D. Trade tests B. False
2174. The systematic procedure for securing 2179. Work-related education to increase
and reporting information defining a spe- workforce skills and efficiency is known
cific job is called as as:
A. Job description A. development
B. Job Analysis B. training
C. Job Specification C. instruction
D. Job Alignment D. teaching

2175. Strategic HR is preventive rather than 2180. The employee appraisal process will not
corrective or punitive. result in
A. TRUE A. reduction in employee stress related
to not knowing where they stand with the
B. FALSE
company
2176. The provision of allowances to employ- B. increased personal satisfaction for the
ees by the company is an award given in employee
relation to C. new job searches by the employee
A. Membership in the company D. opportunities for employees to identify
B. Loyalty to the company career goals and develop skills

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1.1 HUMAN RESOURCE MANAGEMENT 237

2181. It is important for employees to follow

the rules of conduct established by man-
agement to:

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A. maintain a consistent and fair work en-
vironment.
B. ensure that everyone is compensated
the same way. A. on the job training
C. prevent workplace conflict. B. off the job training
D. reduce the need for professional de- C. vestibule training
velopment. D. none of above
2182. Which of the following is disadvantage 2186. It involves building individual and group
of high labour turnover for a business skills to enhance project performance.
A. Existing workers are motivated A. Planning human resource manage-
B. Competence in recruitment ment
B. Acquiring the project team
C. High cost of recruitment and training
C. Developing the project team
D. New blood and ideas in businesses
D. Managing the project team
2183. In modern human resources manage-
ment, the concept of “people-oriented” 2187. type of training is not expensive.
refers to A. On the job
A. Treat people as “God” and everything B. Off the job
must obey and serve “God”
2188. The first activity in staffing is
B. Treat people as the most dynamic,
proactive and creative element in the or- A. job analysis
ganization B. recruitment
C. Adhere to the mass line and respect C. selection
the opinions of the masses D. human resource planning
D. Caring about employees’ lives and im-
proving their material and cultural living 2189. Below are the information included in
standards job specification EXCEPT
A. skills
2184. Which means the same as human re-
B. capabilities
sources?
C. knowledge
A. personnel
D. responsibilities
B. knowledge
C. people 2190. What is the main goal of any organiza-
tion?
D. skills
A. To meet the investor’s needs
2185. The image is an example of B. To compete and defend global markets

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1.1 HUMAN RESOURCE MANAGEMENT 238

C. To promote understanding and good C. Abraham Maslow

relationships D. Frederick Taylor
D. To provide goods and services effec-
2196. Health does not only include physical
tively
well-being but also the mental and emo-
2191. Which of the Options would best de- tional well-being
scribe External Recruitment. 1.Placement A. True
Agencies, 2. Employee Referrals, 3. Job B. False

NARAYAN CHANGDER
Fairs. 4. Promotions.
A. 2 & 3 2197. A human resources department uses in-
teractive computer simulations to help em-
B. 1 & 3 ployees learn how to do their jobs. For
C. 1, 2 & 3 which purpose is the department using this
technology?
D. All of the Above
A. evaluation
2192. The act passed in 1947 to rebalance the B. hiring
power between labor and management
and toensure a healthy labor-management C. compliance
environment is the D. training
A. Wagner Act 2198. Tests that include three dimen-
B. National Labor Fair Standards Act sions:verbal comprehension, quantitative
ability, and reasoning ability
C. Landrum-Griffin Act
A. Personality inventories
D. Taft-Hartley Act
B. Cognitive ability tests
2193. The basic functions of the management C. Reasoning ability
process include all the following EXCEPT
D. Verbal comprehension
A. planning
2199. Human resource management is nor-
B. organizing
mally in nature.
C. outsourcing A. proactive
D. leading B. reactive
2194. What is included in the psychological en- C. combative
vironmental factors of workload? D. None of above
A. Physical health condition 2200. Choose the wrong groups that covered
B. Pressure from superiors under the Employment Act 1955
C. Availability of work equipment A. Earn less than RM3000 a month
D. Workplace location B. Engaged in ‘manual labour’ more than
half of his total working hours
2195. Who is the father of scientific manage-
C. Operates/maintains any vehicle for
ment
the transport of passengers or goods
A. Elton Mayo D. Supervises other employees engaged
B. Frank Gilbreth in manual labour

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1.1 HUMAN RESOURCE MANAGEMENT 239

2201. Answers listed below are the main pro- 2206. Performance appraisal is the same as
cesses in project human resource manage- potential appraisal.
ment. Which one is the second process?

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A. True
A. Develop Project Team B. False
B. Develop Human Resource Plan
2207. Which company employing 50-250 em-
C. Acquire Project Team ployees was named the one with the best
working environment?
D. Manage Project Team

2202. The function of human resource is

A. irrespective
B. pervasive
C. not essential
D. none of above

2203. Vince is an HR manager at Claymont

Communications. Which of the following
A. ENEL Green Power
tasks would he perform as part of the hu-
man resource planning process? B. MARS Greece
A. Interview potential workers C. ADECCO Group

B. Appraise the performance of individ- D. AMGEN Hellas

ual workers 2208. A manager regularly adjusts her leader-
C. Establish the budget for the human re- ship style based on the maturity level of
source department her team members. This is an example of:
D. Forecast future human resource re- A. Autocratic Leadership
quirements for his company B. Democratic Leadership
C. Situational Leadership
2204. All other things being equal in terms
of financial, physical, and product assets, D. Laissez-Faire Leadership
people will make the difference between
2209. Strategic HR aligns performance criteria
two competing companies.
systems with corporate goals and strate-
A. TRUE gies rather than traditional functional con-
B. FALSE cerns.
A. TRUE
2205. What is meant by ‘contingency think-
B. FALSE
ing’?
A. Thoughts on organizational change 2210. The process whereby a firm forecasts
its future demand for labour and develops
B. Thoughts about human needs a plan to meet such demand best refers to
C. Thoughts on organizational flexibility A. Workforce planning
D. Thoughts on organizational efficiency B. Job enrichment

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1.1 HUMAN RESOURCE MANAGEMENT 240

C. recruitment B. Deployment
D. selection C. Recruitment
2211. Keeping and motivating employees to D. Shortlisting
stay with the company
2216. You are the human resource manager
A. Staffing responsible for preparing staff for an up-
B. Workplace Policies coming training program focused on theme
park development. The training aims to

NARAYAN CHANGDER
C. Compensation and Benefits
enhance their understanding of customer
D. Retention service, creative design, and safety proto-
E. Training and Development cols in the theme park industry. Which ap-
proach aligns best with the principles of hu-
2212. Recruitment, selection, Hiring and train- man resource management when prepar-
ing & Development are the part of which ing staff for this training?
HRM process?
A. Provide a brief overview of the training
A. Performance Management program without any further guidance or
B. Employees Relations resources
C. Human Resource Planning B. Assign mandatory pre-reading materi-
D. Employees Remuneration als and require staff to complete them be-
fore the training
2213. Main components of Performance man- C. Conduct a pre-training meeting to dis-
agement process are cuss the objectives, relevance, and expec-
A. Planning, Monitoring, Developing, Rat- tations of the training program
ing, Rewarding D. Delegate the responsibility of attend-
B. Coaching, Mentoring, Counselling, ing the training to individual staff mem-
Feedback bers without any additional support or
C. Planning, Organizing, Executing, Evalu- guidance.
ating
2217. It refers to the ability of the company
D. Targets, Achievements, Improve- to survive and succeed in a dynamic com-
ments, Benefits petitive environment.
2214. How does incorporating diversity affect A. Challenge
the workforce? B. Sustainability
A. It leads to miscommunication between C. Offshoring
workers
D. None of the above
B. It keeps companies competitive in a
global business community. 2218. The following system is simple, less ex-
C. It leads to less use of technology pensive and less time consuming
D. all of the above A. Paired comparison
B. Ranking method
2215. The process of searching for, attracting
and selecting candidates for a job is called: C. Check list
A. Needs analysis D. Confidential report system

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1.1 HUMAN RESOURCE MANAGEMENT 241

2219. Companies that get most from their peo- D. People who do work that they are good
ple often consider their human resources at
their biggest investment

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A. true 2225. In a middle school, which of the follow-
ing practices is likely to have the most
B. false detrimental effect to improve educational
2220. the list of duties, responsibilities and re- outcomes?
porting relationships A. using a significant amount of academic
A. job analysis learning time to implement various types
of formal and informal student assess-
B. job title
ment
C. job description
B. Defining a standard set of course re-
D. job specification quirements for students achieving at all
levels
2221. What is/are the objective/s of Human
Resource Management? C. Minimizing the time students with
A. Improving retention learning needs spend with appropriate
specialist outside of the general educa-
B. Expand the business tion classroom
C. Make customers happy
D. Assigning the most effective teachers
D. Complying with employment law to teach the highest-achieving students
2222. ::description of the duties and re-
2226. In a small business, all employees may
sponsibilities of a job, its working condi-
report directly to the company owner. In
tions, and the tools, materials and equip-
large companies, lower-level employees
ment and information used to perform it.
usually report to a supervisor.
A. Job analysis
A. true
B. Job description
B. false
C. Job specification
D. HR 2227. refers to training carried out off-site
an organization which often requires spe-
2223. Items of value owned by a business are
cialist instructors
known as which of the following?
A. Assets
B. Liabilities
C. Owner’s equity
D. Bonds

2224. What do people with competency look

A. job training
like?
A. Have knowledge, skills, and attitude B. off-the-job training

B. Being a good person C. re-shoring training

C. ability to work D. behavioral training

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1.1 HUMAN RESOURCE MANAGEMENT 242

2228. A workforce profile is C. Workers are selected and promoted

A. based on several factors, such as the based on ability and performance
predicted sales of company’s goods or ser- D. Written formal rules and procedures
vices.
2233. Mention an immediate financial reward
B. matching the right person for each job
C. a personnel inventory that includes in-
formation about each employee such as

NARAYAN CHANGDER
age, experience, and education.
D. the process of determining the optimal
number of employees the business needs

2229. IiIt is important that HR ensures em-

ployees have the support they need to
achieve optimal performance and realize
their career goals.
A. Health insurance
A. TRUE
B. Hourly wages
B. FALSE
C. Vacation leave allowance
2230. Which of the following is NOT important D. Car
for Human Resources?
2234. Which of the following includes five
A. Accommodating worker’s needs
basic functions-planning, organizing,
B. Increase the complexity of a man- staffing, leading, and controlling?
ager’s job
A. a job analysis
C. Decrease legal complexity
B. strategic management
D. Cost of human resource
C. the management process
2231. The statement below is the definition D. adaptability screening
of:Formal approach used by organization
to ensure that people with proper qual- 2235. A special case of outsourcing, in which
ifications and experiences are available the jobs that move leave one country and
when needed go to another
A. Career Development A. Inshoring
B. Organization Development B. Offshoring
C. Performance Management C. Selecting
D. Performance Appraisal D. Measuring

2232. What are the characteristics of a bureau- 2236. What does the recruitment and selection
cratic organization according to Weber? component of HRM involve?
A. Leaders who have well-defined author- A. Managing the production process of
ity and responsibilities the company
B. Jobs are well defined and workers be- B. Advertising and hiring the right people
come highly skilled at doing them for the right job

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1.1 HUMAN RESOURCE MANAGEMENT 243

C. Negotiating contracts with suppliers

D. Preparing financial reports for the or-

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ganization

2237. The number of employees leaving a com-

pany this year is 30, and the average num-
ber of employees working this year is 150. A. True
Then, the company’s personnel turnover
rate is B. False

A. 20% 2241. This process usually involves and favors

promotion.
B. 10%
A. External Hiring
C. 15% B. Selection
D. 25% C. Placement
D. Internal Hiring
2238. WHAT IS MEAN BY “RECRUITMENT”?
A. Techniques for studying jobs to iden- 2242. Connor, a manager at a boat manufac-
tify the skills, knowledge, experience and turing firm, takes a talent management ap-
other requirements needed to perform proach to his duties. Which one of the fol-
the job. lowing would Connor most likely do?
A. coordinate recruitment and compensa-
B. The process of selecting suitable can-
tion activities
didates from a pool of applicants for a va-
cant position. B. use different competencies for recruit-
ment and development
C. The process of attracting suitable can-
didates/individuals to apply for vacancies C. manage employees based on their ex-
in an organization. perience with the organization
D. rely primarily on applicant testing re-
D. The process of preparing a job descrip-
sults for hiring decisions
tion to identify unnecessary tasks, over-
lapping task responsibilities and the exis- 2243. As human resource management is de-
tence of functions that do not have respon- veloping in a strategic direction, the
sibilities. fastest growing in the field of human re-
source management is
2239. What does job applicant evaluation A. Human resource planning
mean?
B. Human resource cost management
A. Evaluating Applicants
C. Human resource development
B. Job Specification D. Human resource performance man-
C. Job Description agement
D. Selection Process 2244. Collection of data consisting compensa-
tion rates of all workers who performs
2240. Internal Analysis answers the question similar jobs in other organizations classi-
“How essential each job is?” fied as

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1.1 HUMAN RESOURCE MANAGEMENT 244

A. KSA survey C. Balancing workload can reduce stress

B. Pay Survey D. Workload balance only affects produc-
C. Job Survey tivity
D. Skill Survey 2249. is concerned with the generation of
sufficient volumes of sales to keep the
2245. is the process of acquiring, train-
company as viable concern.
ing, appraising, and compensating employ-
ees, and attending to their labor relations, A. marketing

NARAYAN CHANGDER
health and safety, and fairness concerns.
B. finance
A. labor relations
C. production
B. human resource management
D. none of above
C. behavioral management
D. organizational health and safty man- 2250. As the starting basis for determining
agement training needs is
A. Task analysis
2246. What does job analysis as a process of
HRM refer to? B. Performance analysis
A. Process of deciding the content of a C. Formulation of training plan
job
D. Analysis of forward-looking training
B. Identification of manpower availaibil- needs
ity and securing applicants for various
jobs. 2251. Employee welfare is important mainly
C. Stating the requirements of a job and because of
qualities and qualification required for it A. Poverty
D. Assessing the human resources re- B. Illiteracy
quired in an organisation
C. Lack of healthy recreation
2247. Which of the following does not de- D. all of the above
scribe leadership?
A. The ability to influence other. 2252. How long do the rugby referee need to
run during the competition?
B. The ability to inspire and motivate oth-
ers to be productive. A. sq.m
C. The aim of getting everyone in a group B. shkm
to work toward a common goal.
C. Squeeze
D. Just like management.
D. Sick
2248. How can workload balance affect work-
place stress? 2253. In a new business venture, the en-
trepreneur may serve in all levels of man-
A. Balancing workloads can increase
agement.
stress
A. true
B. Workload balance has no effect on
stress B. false

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1.1 HUMAN RESOURCE MANAGEMENT 245

2254. Outsourcing is a part of function of B. False

HRM Explanation:Internal recruitment involves
hiring people from within the existing

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A. Analytical
workforce to fill a new vacancy and could
B. Strategical make it harder to get new ideas into a busi-
C. Operational ness.
D. Managerial 2258. Li always believes that people are pos-
itive in nature and can take the initiative
2255. What is Job analysis?
to complete work and take responsibility.
A. The process of defining the way work Li’s management style believes that peo-
will be performed and the tasks that a ple are
given job requires
A. “robot”
B. The process throughwhich the orga-
B. “Economic Man”
nizationseeks applicants forpotential em-
ployment C. “life person”
C. The process of getting detailed infor- D. “social person”
mation about jobs
2259. The two types of the training are:
D. A planned effort toenable employees
tolearn job-relatedknowledge, skills, and- A. Cognitive
behavior B. Behaviour
2256. Personnel activities associated with hu- C. Out of the office
man resource management most likely in-
D. In the office
clude all of the following EXCEPT
A. orienting and training new employees 2260. John is paid piece rates. What does this
mean?
B. appraising employee performance
C. building employee commitment A. He is paid according to how much time
is worked
D. developing customer relationships
Explanation:Explanation:D) Human re- B. He is paid according to how much out-
source management involves numerous put is made
personnel-related activities, and HR man- C. He is paid according to how many
agers are less likely to interact with cus- items are sold
tomers. Managing compensation, orient-
D. none of above
ing new employees, appraising employee
performance, and developing employee
2261. The three major tools of strategic human
commitment are typical aspects of the HR
resource management do not include ( ).
manager’s job.
A. strategic map
2257. Internal recruitment involves hiring peo-
B. Human Resource Management Score-
ple from within the existing workforce to
card
fill a new vacancy and could make it harder
to get new ideas into a business. C. digital instrument panel
A. True D. management by objectives

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1.1 HUMAN RESOURCE MANAGEMENT 246

2262. SELECT THE FACTORS THAT AFFECT AN 2267. The most common form of employee
ORGANIZATION’S ABILITY TO ATTRACT ownership currently used to motivate em-
EMPLOYEES TO APPLY FOR JOB. ployees is
A. ORGANIZATION’S INTERNAL POLICY A. employee stock ownership plan
B. ATTRACTIVE REMUNERATION PACK- B. stock option plan
AGE C. revenue sharing plan
C. ORGANIZATION LOCATION
D. profit sharing plan

NARAYAN CHANGDER
D. PHYSICAL CONDITIONS OF ORGANI-
ZATION WORK 2268. What is the main goal of the Human Re-
source Management Audit?
2263. Estimates put the amount of employee
A. To implement new marketing strate-
learning that occurs via on-the-job training
gies
at
B. To reduce the production costs
A. 20-30 percent.
C. To measure the compliance with laws
B. 40-50 percent
and regulations
C. 60-70 percent.
D. To increase the company’s revenue
D. 80-90 percent.
2269. What are the benefits offered to Person-
2264. The term used to describe a situation nel Managers?
when a business can no longer afford to
employ a worker, or the job ceases to ex- A. All of the above
ist on account of seasonal or technological B. Representation allowance
factors is redundancy. C. Free use of company transportation
A. True D. Limited use of gasoline and free main-
B. False tenance check-up
Explanation:The term used to describe a
situation when a business can no longer 2270. These are empowerment errors to avoid
afford to employ a worker, or the job except
ceases to exist on account of seasonal or A. Clearly defining what empowerment
technological factors is redundancy. means in the organization
2265. If there is a shortage, then there is a B. Clearly defining goals of management
need to C. Provide empowerment training for all
A. recruit personnel
B. restructure D. Do not rush or become impatient
C. layoff 2271. A training technique which pertains to
D. retire the rules on how to carry out, demonstrate
or relate concepts.
2266. Organization is a conscious social unit
composed of two or more people who do A. Brainstorming
their work. B. Behavioral Methods
A. True C. Team-building
B. False D. Cognitive Methods

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1.1 HUMAN RESOURCE MANAGEMENT 247

2272. The Family and Medical Leave Act of B. To organize team-building activities for
1993 requires companies with 50 or more the employees
employees to provide 12 weeks of unpaid

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C. To conduct performance appraisals for
leave for serious health conditions or the the staff
birth or adoption of a child. To be eligi-
ble an employee must have worked for the D. To handle customer complaints and
company for how long? feedback
A. 6 months 2277. It is a written summary of a particular
B. 1 year job with factual statements of the required
duties and responsibilities.
C. 18 months
A. Job Specification
D. none of these
B. Job Description
2273. Which of the following is not generally
C. Job Analysis
considered to be an advantage of internal
recruitment? D. Resume
A. no need for induction training 2278. Which dimension of the macro environ-
B. gives a career structure for staff at the ment most influences the ODA?
firm
C. usually quicker than external recruit-
ment
D. gives a wider choice of potential appli-
cants

2274. This is the most difficult challenge faced

by modern HR professionals in the digital
world today.
A. Possible replacement by Artificial intel- A. Technological
ligence and losing their jobs B. Policy
B. Low salary C. Cultural
C. Life challenges D. Economic
D. None of the answers are correct
2279. What are the different methods of re-
2275. Jobs are compensated on the basis of cruitment that organizations can use to at-
tract potential candidates?
A. Job analysis
B. Job worth A. Asking friends and family for recom-
mendations
C. Job specification
B. Hiring a private investigator to find po-
D. Job description tential candidates
2276. What is the purpose of employment con- C. Internal recruitment, external recruit-
tracts in HRM? ment, employee referrals, recruitment
A. To prepare official employment letters agencies, online job portals
and documents for new hires D. Selling products door-to-door

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1.1 HUMAN RESOURCE MANAGEMENT 248

2280. Which of the following is an example of C. Generalist

a fringe benefit? D. Marketer
A. a salary Explanation:Explanation:A) The manager
is the person responsible for accomplish-
B. commission
ing an organization’s goals by planning, or-
C. a company car ganizing, staffing, leading, and controlling
D. none of above the efforts of the organization’s people.
An entrepreneur may manage people or

NARAYAN CHANGDER
2281. How does work stress impact organiza- may hire a manager to do so instead, but
tional performance? entrepreneurs are defined as individuals
A. Increased productivity who start their own businesses.

B. Decreased absenteeism rate 2285. Which of the following is an advantage

C. Decreased efficiency of an incentive pay program?
A. Incentives focus employee efforts on
D. Improved collaboration
high levels of salary compensation
2282. One of the sales managers at OpTech B. Incentives shift attention from equity
was injured while playing softball with col- and justice to pay in an organization
leagues after work. Which of the follow-
C. Incentives are a way to distribute suc-
ing is true under OSHA?
cess among those not responsible for pro-
A. If the sales manager lost conscious- ducing that success
ness, the case must be recorded D. Incentives are a means to reward or
B. If the sales manager will spend days attract top performers when salary bud-
away from work, the case must be gets are low
recorded.
2286. Division in an organization that focuses
C. The case is not to be recorded. on a company’s most important asset-its
D. If the sales manager requires medical employees
treatment beyond first aid, the case must A. Finance
be recorded.
B. Operations
2283. COMPANY B wants more people to C. Marketing
work for it, so it is increasing its
D. Human Resources
A. Headcount
2287. These are the most important resource
B. Training of any small business.
C. Compensation A. suppliers
D. Benefits B. employees
2284. Which of the following is the person re- C. vendors
sponsible for accomplishing an organiza- D. consultants
tion’s goals by managing the efforts of the
organization’s people? 2288. The DAP has 4 main activities:Training,
Evaluation, Rewards, Selection. Which of
A. Manager the following is categorized under educa-
B. Entrepreneur tion?

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1.1 HUMAN RESOURCE MANAGEMENT 249

2292. What are the challenges faced by orga-

nizations in the global community?
A. Competing with organizations in the

PRACTICE BOOK» NOT FOR SALE

global business community

A. Responsibilities B. Dealing with decreasing employee

needs
B. Finding needs
C. Dealing with decreasing customer
C. Applications needs
D. Goals D. Competing with organizations only in
the local market
2289. If you get injured at work & cannot
work for a while, this mandatory em- 2293. What is performance management?
ployee benefit will help supplement the in- (performance management)
come you would be losing.
A. Workers Compensation
B. Disability
C. Family & Medical Leave Act
D. Unemployment Compensation

2290. Current employees who are considered

candidates for openings
A. A structured process designed to as-
sess employee performance
B. An effective system consisting of per-
formance standards:Clearly defines what
the business expects of the individual’s
performance
A. Temporary Workers C. The process of assessing, measuring,
B. Internal Recruiting and determining an employee’s perfor-
mance for the current or an earlier period
C. External Recruiting
of time
D. none of above D. An integrated management system
2291. What was the title of the material pre- that aims to improve the employee’s per-
sented yesterday? formance and his contribution to the
achievement of the company’s goals
A. Motivation, Today’s Workforce and Hu-
man Resource Management 2294. .... gives an important psychological im-
pression to the reputation and status of an
B. Motivation, Yesterday’s Workforce
employee.
and Human Resource Management
A. job description
C. Motivation, Today’s Workforce and An-
imal Resource Management B. job duties
D. Motivation, Today’s Workforce and Hu- C. job specification
man Rescue Management D. job title

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1.1 HUMAN RESOURCE MANAGEMENT 250

2295. What are contingent workers? 2300. The following is(are) concerned with de-
veloping a pool of candidates in line with
A. Workers that achieve the highest out-
the human resource plan
put
A. .... Development
B. Demotivated workers
B. .... Training
C. Full-time or permanent workers
C. .... recruitment
D. Independent workers, temporary
D. All of the above
workers

NARAYAN CHANGDER
2301. If you are being evaluated by customers,
2296. What is the function of manager in the it is likely that that you are appraised un-
early years of 20th century? der which method?
A. to check whether staff respect man- A. Critical incident or BARS
agers or not B. MBO
B. to make sure company business bloom- C. Human Asset Accounting
ing
D. 360 degree
C. to look into welfare of the workers
2302. Americans with Disabilities Act-
D. to send staff for training
A. Prohibits discrimination against any-
2297. WHAT IS HUMAN FACTOR IN HRM one disabled.
B. Consoling everybody with disabilities.
A. MACRO
C. Disabled people must have to wear
B. MICRO tags to show themselves requiring addi-
C. ECONOMICAL tional support.
D. NONE OF THE ABOVE D. Purohits discrimination against
women and minority groups.
2298. True or False? Performance ratings of
2303. Which of the following areas is NOT a
managers tend to form a normal distribu-
major area where human resource man-
tion?
agers assist and advise line managers?
A. True A. recruiting
B. False B. hiring

2299. What are the responsibilities of HR de- C. compensation

partments? D. performance management
A. Training and development, compensa- 2304. Discrimination based on different treat-
tion, and employee services ment given to individuals because of their
B. Employment and recruiting, personnel race, color, religion, gender, national ori-
records, and health and safety gin, age, or disability status is ?
A. Disparate impact
C. Analysis and design of work, HR plan-
ning, and strategic HRM B. Disparate treatment
D. Employee and community relations, C. Reasonable accommodation
performance management, and benefits D. None of the above

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1.1 HUMAN RESOURCE MANAGEMENT 251

2305. The analytical Function of HRM doesn’t B. Increasing workload

Includes
C. Providing opportunities for career ad-

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A. HR Audit vancement
B. HR research D. Limiting feedback tags130.142130.271
C. Performance Appraisal
D. none of the above 2311. To reduce an employee’s feeling of be-
ing treated unfairly, termination meetings
2306. What are the Objectives of Performance should be held
Appraisal?
A. in the manager’s office.
A. Promotion
B. at the employee’s work station.
B. Confirmations
C. in the parking lot or outside the em-
C. Revaluation ployer’s premises.
D. All of the above
D. in a neutral location, such as a confer-
2307. What are labor unions? ence room.
A. A group of individuals that want to
2312. Which of the following is not one of
achieve job-related goals such as higher
main objectives of HR management?
job pay, more benefits, more time off, bet-
ter working conditions A. Ensuring productivity
B. A worker management program initi- B. Implementation of policies and proce-
ated by the firm dures to ensure that the business is com-
C. A union of workers spending their pliant with legislation
money investing on the firm they work at C. Selection and recruitment
D. The process of suppressing workers’
D. Termination
rights

2308. If you have experience, your new com- 2313. The release of an employee from the
pany should no expect to train you. company due to inappropriate work behav-
ior.
A. True
B. False A. Job Description
B. Transfer
2309. Employees whose compensation is calcu-
lated on the basis of weekly, biweekly, or C. Promotion
monthly periods are classified as D. Discharge
A. salaried employees
B. hourly employees 2314. What section of the job advertisement
is marked?
C. management employees
A. Job title
D. white-collar employees.
B. Job description
2310. What is a common strategy for improv-
ing employee retention in an organization? C. Person specification
A. Decreasing employee benefits D. Application form

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1.1 HUMAN RESOURCE MANAGEMENT 252

2315. Which choice is not correct about ice- 2319. Hard HRM that trims out the number of
berg model? employees to keep the business lean and
A. All the competencies described in ice- competitive surely minimises the cash out-
berg model can be developed in the cer- flow and this leads to
tain period of time A. Lenient standard applied to the produc-
B. The underneath-water part of an ice- tion of the company.
berg is compared to the clearly-seen skills B. More budget to be allocated to the
which are self-image, traits, and morale. business strategic equipment.

NARAYAN CHANGDER
C. The aboved-water part of an ice-berg C. An increase in the sense of team spirit
is composed of 2 competencies which are among the employees.
skill and knowledge or so-called “hard- D. A bleeding cash outflow that hurts the
skills” business financially.
D. It composes of 5 competencies
2320. Union become a party when dealing
2316. What are the skills needed by today’s with the company
HR professionals?
A. First
A. A lack of human and public relations
B. Third
skills
C. Second
B. A lack of knowledge on management
processes D. Fourth
C. A great knowledge of human psychol- 2321. Which of the following labour mobility
ogy and social relations refers to the extent to which workers are
D. A higher degree of knowledge on mar- able and willing to relocate to another
keting practices area for employment purposes?
A. Occupational mobility
2317. Which term means actively looking for
qualified employees? B. Occupational immobility
A. background check C. Geographical mobility
B. recruitment D. Geographical immobility
C. human resources management 2322. The people who work for your business
D. meeting staff needs are your capital resources.

2318. What does the concept of “human re- A. True

source management” imply? B. False
A. Employees are resources of the em- 2323. a form of industrial action in which
ployer. work or progress is deliberately delayed
B. Employers are resources of the em- or slowed down.
ployees. A. No-strike Agreement
C. Employees are property of the em- B. Go-Slow
ployer.
C. Industrial Democracy
D. Employees’ behavior, abilities and at-
titudes are not influenced by the policies, D. Work-to-rule
practices, and systems. E. Deadlock

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1.1 HUMAN RESOURCE MANAGEMENT 253

2324. Human resource department only deals kinds of employees lies with the HR de-
with recruitment and training partment of the firm. This responsibility
of the HR department is known as

PRACTICE BOOK» NOT FOR SALE

A. true
A. Performance management
B. false
B. Utilization analysis
2325. In personnel selection activities, the ba- C. Performance planning
sic test of a person’s knowledge and skills
D. Human resource planning
is called
A. Ability test 2329. What does the term ‘human resource
management’ refer to?
B. Personality test
A. Activities to ensure effective utilization
C. Achievement test of materials
D. Interest test B. Activities to ensure effective utiliza-
tion of finances
2326. In strategic human resource manage-
ment, HR strategies are generally aligned C. Activities to ensure effective utiliza-
with: tion of technology
D. Activities to ensure effective utiliza-
A. business strategy
tion of employees
B. marketing strategies
2330. When faced with conflict, a Malaysian
C. finance strategy manager is likelyto
D. economic strategy A. give in readily to the other side.

2327. Ralph works in the HR department and B. ignore the situation.

is in charge of developing the plans for C. be diplomatic in finding a solution.
how people are paid and how the em- D. look for ways to intensify the conflict.
ployee benefits program is run. Ralph is
most likely holding the position of: 2331. A Performance Management System
(PMS) involves a continuous process
A. training specialist
of communicating, coaching, motivating,
B. recruiter training, feedback, evaluating and review-
C. compensation manager ing employees’ performance by supervi-
sors, in order to help firms achieve their
D. job analyst goals.
Explanation:Explanation:C) The compen-
A. True
sation manager develops compensation
plans and handles the employee benefits B. False
program.
2332. Choose the suitable benefit options of
2328. Costabin Inc., a company in the recycling having a training.
business, has revamped its management A. decreases productivity
and business criteria. It has also added B. decreases job dissatisfaction
new objectives that would require recruit-
ment of new and skilled labor. The respon- C. motivate the family members
sibility of identifying the numbers and the D. skills getting obsolete

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1.1 HUMAN RESOURCE MANAGEMENT 254

2333. APAKAH 3 FASA PROSES YANG TERLI- B. portfolio working

BAT BAGI TEMUDUGA YANG BAIK? C. labour turnover
A. PLAN THE INTERVIEW D. labour mobility
B. CONDUCTING THE INTERVIEW
2339. A study of the tasks required to do a job
C. STOP THE INTERVIEW well is called a job analysis.
D. AFTER THE INTERVIEW A. True
B. False

NARAYAN CHANGDER
2334. Benefits are increasingly expensive for
businesses to provide to employees, so 2340. To encourage employees to pursue job
the range and options of benefits are outcomes that are in alignment with an or-
changing rapidly to include, for example, ganization’s goals, managers should link
flexible benefit plans. rewards to seniority.
A. True A. True
B. False B. False

2335. How many steps are necessary for the 2341. Determining the number of employees
hiring process of a potential employee? you need and defining a process for hiring
them is called
A. 10
A. hiring
B. 8
B. staffing
C. 6
C. tasking
D. 5
D. supervising
2336. Key factors to consider when forecast-
2342. Organizations need to continuously ex-
ing the manpower needs of the enterprise:
amine the effectiveness of their recruiting
A. Internal & external environment strategies.
B. Employees’ performance A. True
C. HR strategies B. False
D. Organizational structure and culture 2343. Who is best known for popularizing the
concept of WHY?
2337. A marketing strategy is an example of
a functional strategy. A. John Steel
A. True B. Peter Warr
B. False C. Simon Sinek
D. Dave Ulrich
2338. the extent to which the labour force
is flexible to change jobs and/or locations 2344. What were personnel departments
largely concerned with in the early 1900s?
A. Technical functions
B. Strategic planning
C. Employee advocacy
A. labour offshoring D. Financial management

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1.1 HUMAN RESOURCE MANAGEMENT 255

2345. What are the forms of leaving work? 2351. It is an integrated process of defining
(According to academic principles) assessing, developing and reinforcing em-
ployee work behaviors and outcome.

PRACTICE BOOK» NOT FOR SALE

A. v. resign, fire, goodbye
B. A. Resign, take leave, be fired. A. Performance management

C. v. Fire, retire, lay off. B. Goal setting

D. v. expel, resign, leave ordination C. Performance appraisal

D. none of above
2346. which is NOT the factor that can retain
the employee? 2352. The collective bargaining process may
A. Salary include activities such as strikes and boy-
cotts.
B. Acknowledgement
A. True
C. Opportunities
D. Bustle B. False

2347. A personality test is a test of general 2353. Compensation, as described in your

knowledge. text, refers to the

A. TRUE A. total of all rewards provided to employ-

ees in return for their services
B. FALSE
B. wages individuals receive each pay pe-
2348. Which of the following is NOT a sug- riod
gested recruitment source?
C. wage schedules and wage rates listed
A. Former employees in the union contract
B. Competitor employees D. internal alignment of intrinsic awards
C. Walk-in applicants
2354. When Abdullah is tested with the way
D. Current employees to repair the photostat machine, he is
tested with
2349. Quality-driven leadership leads to?
A. aptitude test
A. Unhappy employees
B. intelligence test
B. Break down of the team
C. personality test
C. Employee layoffs
D. Competitive edge D. performance test

2350. A function of HRM concerned in finding 2355. A list of the duties and tasks that are
and attracting the best people for the job. assigned to employees is called a/an:

A. Recruitment A. Job description

B. Selection B. Needs Analysis
C. Socialization C. Task list
D. Training D. Job specification

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1.1 HUMAN RESOURCE MANAGEMENT 256

2356. Angela is part of a cohort of employees A. Espoused HR strategy refers to the

who regularly attend seminars on improv- pattern of HR-related decisions made but
ing leadership and decision-making skills. not necessarily implemented, while emer-
The members of the cohort mentor one an- gent HR strategy refers to the pattern of
other. The meetings do not apply to An- HR-related decisions that have been ap-
gela’s current job, but she hopes the skills plied in the workplace.
she is learning will help her advance in the B. Espoused HR strategy refers to the
organization. Angela is experiencing pattern of HR-related decisions that have

NARAYAN CHANGDER
A. development been applied in the workplace, while
emergent HR strategy refers to the pat-
B. orientation
tern of HR-related decisions made but not
C. training necessarily implemented.
D. practice C. Espoused HR strategy refers to the
road actually traveled, while emergent HR
2357. The Polycentric Approach: strategy refers to the road map.
D. Espoused HR strategy refers to the
road map, while emergent HR strategy
refers to the road actually traveled.
2360. Entails any course of instruction away
from the place of work. Includes lectures,
discussions, case studies, role play, and
simulation.
A. Minimizes the dangers of narrow-
A. On-the-job training
mindedness
B. Off-the-job training
B. can create a gap between home and
host country operations C. Orientation

C. The firm is less likely to suffer from cul- D. none of above

tural adaptation 2361. Which of the following is the term for
D. All the above using friends and associates as business-
contacts?
2358. An independent federal agency that ad-
A. Advertising
ministers the basic law governing rela-
tions between labor unions and the em- B. Personal selling
ployers, whose operations influence inter- C. Targeting
state commerce, is the? D. Networking
A. Affirmative Action Law
2362. Which of the following are the activities
B. Equal Pay Act used to persuade consumers they need the
C. Collective Bargaining Process product?
D. National Labor Relations Board A. Product
B. Price
2359. What is the difference between es-
poused HR strategy and emergent HR C. Promotion
strategy? D. Perception

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1.1 HUMAN RESOURCE MANAGEMENT 257

2363. The following can be factors contribut- C. labor union

ing to the ineffectiveness or failure of a D. termination
training program, EXCEPT:

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A. Lack of training materials/equipments. 2368. What are goals of HRM?
A. Create a positive employment relation-
B. Inexperienced trainers. ship between management and employ-
ees and a climate of mutual trust.
C. Longer duration of training program.
B. Ensure that the organization has the
D. Uncomfortable training site. talented skilled and engaged people it
needs.
2364. Individuals arrive with a set of values,
attitude and expectation which they have C. Support the organization in achieving
developed from previous experience and its objectives by developing and imple-
the selection process. menting human resource strategies.
A. Encounter Stage D. All answers are true
B. Metamorphosis Stage 2369. The statement below is the definition
C. Prearrival Stage of:Formal approach used by organization
to ensure that people with proper qual-
D. none of above
ifications and experiences are available
2365. What was the main focus in the when needed
Hawthorne studies? A. Career Development
A. Psychological factors in worker pro- B. Performance Management
ductivity
C. Organization Development
B. Characteristics of bureaucratic organi-
D. Performance Appraisal
zations according to Weber
C. The influence of Taylor’s ideas in man- 2370. Rewards to employees include:-(select
agement 3)
D. Management principles according to A. wages
Henri Fayol B. salaries or bonus
2366. Advertising media increase associ- C. fringe benefits
ated with recruitment. D. fine or penalty on employees
A. Success rates
2371. Which of the following statements
B. Expenses about HR demand forecasting is true?
C. Quality of applicants A. HR demand forecasting is an internal
D. Quantity of applicants labor supply forecast.
B. HR demand forecasting uses census
2367. Removes work from one company and figures to calculate labor supply and de-
sends it to another that can complete it at mand for a particular industry.
a lower cost:
C. HR demand forecast only involves fore-
A. benefits casting a specific business’s labor needs
B. outsourcing for some future time.

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1.1 HUMAN RESOURCE MANAGEMENT 258

D. HR managers do not typically engage B. To reduce employee motivation

in HR demand forecasting because the
C. To decrease employee engagement
forecasting process requires an expert in
research. D. To discourage employee empower-
ment
2372. In order for Human Resource Manage-
ment to select the best employees they use
2377. What theory proposes that employees’
a selection of tools. Pick as many correct
efforts will lead to effective performance
tools if possible.

NARAYAN CHANGDER
and the employees will be rewarded for
A. They give interviews. accomplishments?
B. Some companies give tests. A. Conditional reinforcement
C. They align with the company’s ethnic
B. Malsow’s Hierarchy
culture.
D. They do reference checks. C. McGregor’s
E. They follow legislation in the recruit- D. Expectancy
ment and selection process.
2378. Which of the following is requisite for a
2373. Process through which organization en- typical succession planning?
sures it always has proper number of em-
ployees with appropriate skills in right A. Career counseling
jobs at right time to achieve organizational B. Performance appraisal
objectives. This statement is the descrip-
tion of: C. . Compensation plan
A. Staffing D. Employees quitting
B. Human Resource Planning
2379. What are the two important challenges
C. Job Analysis faced by HR managers?
D. Recruitment
A. Self-service and outsourcing
2374. Individual employee goals may not be
B. Recruiting and training
linked to organizational goals
A. True C. Performance management and em-
ployee relations
B. False
D. Compensation and benefits
2375. When a company engages in crowd fund-
ing, it is primarily seeking finance through: 2380. Employment Act 1955 is applicable to
A. Government grants.
A. all employees in Malaysia
B. Bank loans.
B. employees in the public sector in
C. Public contribution. Malaysia
D. Private investors.
C. employees in the private sector in
2376. What is the main purpose of training Malaysia
and development? D. employees in the private sector in
A. To improve employee skills Peninsular Malaysia

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1.1 HUMAN RESOURCE MANAGEMENT 259

2381. A worker’s performance, in addition to C. Organized

the completion of output targets, quality, D. Difficult to imitate
raw material consumption rate, energy

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consumption, attendance, and even hard 2386. Human resources, defined in economics
and soft aspects such as unity and obedi- terms, is the processing of employees in
ence to discipline, all need to be compre- monetary terms.
hensively considered and evaluated one by
one. This reflects the importance of perfor-
mance. specialty
A. polycausality
B. multidimensionality
C. Dynamic
D. Uncertainty A. True
2382. If hygiene factors are missing B. False
A. employees become motivated 2387. “Medical facilities and unemployment
B. employees become dissatisfied insurance “payable is stated in
C. employees start to complain A. Employee State Insurance Act, 1948
D. employees will do their best to achieve B. Unorganized Sector Workers Social Se-
the goals curity Act, 2005
C. Unorganized Sector Workers Social Se-
2383. Recruitment is the process of reducing a
curity Act, 2005
surplus of employees in the workforce of
an organization. D. None of the above
A. True 2388. First line managers will most likely to:
B. False A. Monitor the performance of corporate
investments
2384. Unstructured Interview:a selection in-
terview in which the interviewer has great B. Determine how to deal with long term
discretion in choosing questions to ask environmental changes
each candidate. C. Encourage, monitor or reward the per-
A. True formance of their employees
B. False D. Responsible for creating the organiza-
tional culture
2385. OpTech wanted to implement a high-
performance work system that would com- 2389. As a manager, you are conducting a per-
bine the talents of employees and rapidly formance appraisal for one of your staff
deploy them in new assignments with members. The employee has consistently
maximum flexibility. Which competitive met or exceeded their targets, demon-
advantage criterion was OpTech focusing strated exceptional teamwork, and shown
on? significant growth in their skills and re-
sponsibilities over the evaluation period.
A. Valuable Which approach aligns best with the princi-
B. Rare ples of human resource management when

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1.1 HUMAN RESOURCE MANAGEMENT 260

providing feedback in the performance ap- 2393. It refers to the exporting of jobs from
praisal? developed countries to less developed
countries.
A. Provide generic and vague feedback
without specific examples or data A. Challenge
B. Focus solely on areas for improve- B. Sustainability
ment, overlooking the employee’s achieve- C. Offshoring
ments
D. None of the above

NARAYAN CHANGDER
C. Recognize the employee’s accomplish-
ments, acknowledge their contributions, 2394. Anything that can be used to satisfy hu-
and provide specific examples to support man needs is a:
your feedback A. Thing
D. Compare the employee’s performance B. Resource
to their colleagues and highlight any short-
comings C. value
D. Utility
2390. The HR professionals must have the ca-
pacity to look outward and be sensitive of 2395. What is the purpose of the Audit SDM
his own deficiencies and make corrective in relation to the company’s business strat-
measures. egy?
A. True A. To provide feedback on the contribu-
tion of HRM to business strategy
B. False
B. To assess the impact of technology on
2391. The most widely used method for re- operations
cruiting external candidates is through in- C. To analyze the financial statements
ternet but has problem like
D. To evaluate the quality of customer
A. inbreeding service
B. it generates more response
2396. It allows employees to work four 10
C. The fees are too high hour days instead of five 8 hour days each
D. overloaded with resumes week.
A. Telecommuting
2392. Which of the following would best de-
B. Job sharing
scribe the aim of training the staff of a
business? C. Compressed workweek
A. Selecting the most appropriate candi- D. Flex-time
date
2397. Which system of evaluation is being
B. Improving an employee’s ability to do used when cards that lists the duties and
one job responsibilities of the job are arranged by
C. Improving an employer’s ability to per- raters in order of the importance of the
form in future jobs job?

D. Improving an employee’s ability for A. point system

present and future performance B. job ranking

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1.1 HUMAN RESOURCE MANAGEMENT 261

C. job grade system 2403. HR task doesn’t include?

D. factor comparison method A. Policies

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2398. Quality of work tends to be low in B. Publicity
A. Time rate system C. Procedures
B. Piece rate system D. Process
2399. The goals of HR planning are to: 2404. What is the main characteristic of a
A. Prevent labor shortage/surplus flat/horizontal organizational chart?
B. Help businesses react quickly to A. Long chain of command
change B. Wider span of control
C. Provide direction and coherence of ac- C. Centralized structure
tivities with HRM system
D. More career growth opportunities
D. Make sure businesses labor be quali-
fied and available 2405. .”Going deep into the work site and
having a relatively comprehensive under-
2400. The solution to many so-called ‘people
standing of the work situation” is the ad-
problems’ is often associated with improv-
vantage of which of the following job anal-
ing the effectiveness of the recruitment
ysis methods
process by:
A. Having a robust HR department to A. Realism
carry out the process B. Observation
B. Outsourcing the HR department C. Questionnaire method
C. Careful selection of the right people D. participatory approach
for the job
D. Devolving to line managers 2406. What is the method of recruitment that
is found to be effective in local situations
2401. What is the process of determining the and involves spreading the word about job
number of employees you need and defin- openings?
ing a process for hiring them? A. Walk-Ins and Unsolicited Applicants
A. staffing
B. Advertising Media
B. interns
C. The Word-of-Mouth System
C. job analysis
D. Job Posting
D. recruiting
2407. In class, we discussed the performance
2402. To help newly hired employees adapt to
appraisal process, and a “model” of the
the working environment, businesses need
process. Which of the following is not
to implement the activity
true based on this talk (and from Pichler,
A. Performance reviews and remunera- 2012)?
tion
A. relationship quality is correlated with
B. Training and development performance rating favorability
C. Performance improvement programs B. performance ratings are correlated
D. HR planning with appraisal reactions

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1.1 HUMAN RESOURCE MANAGEMENT 262

C. employee participation is correlated 2412. In which type of appraisal interview

with appraisal reactions does the interviewer communicate the
D. the reason why relationship quality strong and weak points of an employee’s
predicts reactions is because it leads to performance during the first part of the in-
better ratings and more participation terview and then explore the employee’s
feelings about the appraisal in the second
E. all of the above are true part?
2408. The latest, relatively new development A. Problem-solving

NARAYAN CHANGDER
in management is the 7S concept of
B. Tell-and-develop
A. Henry Fayol
C. Tell-and-sell
B. McKinsey
D. Tell-and-listen
C. George R. Terry
D. William H. Newman 2413. A personnel manager should also estab-
lish a good relationship between the man-
E. Plof. English character Ogawa
agement and employees by keeping the
2409. Which is not a functional area associ- lines of communication open
ated with effective HRM A. FALSE
A. Staff Provision B. TRUE
B. Compensation
2414. It’s limit the effectiveness of the train-
C. Relationship with Stakeholders ing.
D. Work management
A. Situation Constraints
Explanation:Functional areas associated
with effective HRM:1. Staffing or provi- B. Work Environment
sion of staff, 2. human resource devel- C. Person Analysis
opment, 3. compensation, 4. safety and
health, 5. employee and labor relations. D. Training Need Assessment
6. Performance management
2415. If XLTek is a German company that op-
2410. A type of company asset that includes erates in South Korea, then South Korea is
human capital, customer capital, social cap- the host country.
ital, and intellectual capital A. True
A. a. Natural products
B. False
B. a. Fixed assets
C. Tangible assets 2416. Resolving an industrial dispute by using
an independent third party to judge and
D. Intangible assets recommend an appropriate solution.
2411. If the internal supply of human re- A. Collective Bargaining
sources is greater than future demand, it B. Arbitration
will be necessary to make some of the
workforce redundant. C. Deadlock
A. True D. Industrial Democracy
B. False E. Work-to-Rule

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1.1 HUMAN RESOURCE MANAGEMENT 263

2417. For companies looking to fill technical satisfaction for the individuals involved”.-
and managerial positions, community col- was defined by
leges are generally their primary source of

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A. Edwin Flippo
recruitment.
B. Dale S. Beach
A. True
C. T V Rao
B. False
D. Stephen Robbins
2418. Which of the following includes five
basic functions-planning, organizing, 2423. Employee’s turn over and Performance
staffing, leading, and controlling? are the kind of Jobs performed are the
steps after recruitment.
A. a job analysis
A. True
B. strategic management
B. False
C. the management process
D. adaptability screening 2424. Which are not the three main purpose of
the interview is
2419. The objective of staff recruitment is to
attract the right candidates with the right A. A job description states clearly the
skills and behaviours that fit the job re- skills, knowledge, and physical require-
quirements. ments of the position

A. True B. To discover those skills and attitudes

necessary to achieve right fit for the posi-
B. False tion
2420. Applicants whose KSAOs are well C. To predict the successful integration of
matched to the jobs they are hired for are the applicant into the company’s culture
said to have which of the following? D. To validate previously submitted infor-
A. False negative mation
B. Excellent references
2425. It involves tracking team member per-
C. Good person-job fit formance, motivating team members, pro-
D. Interrater reliability viding timely feedback, resolving issues
and conflicts, and coordinating changes to
2421. Which of the following is a method of help enhance project performance.
collection of information for job analysis?
A. Planning human resource manage-
A. Questionnaire method ment
B. Ratio analysis B. Acquiring the project team
C. Optimisation models C. Developing the project team
D. Trend analysis D. Managing the project team
2422. “Human resource planning is a process 2426. What do you think is the best indicator
for determining and assuring that the orga- that a training program was worth the in-
nization will have an adequate number of vestment?
qualified persons, available at the proper
times, performing jobs which meet the A. effective recruiting
needs of the enterprise and which provide B. long-term behavioral change

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1.1 HUMAN RESOURCE MANAGEMENT 264

C. attentive participants 2432. What is the process of determining the

tasks and sequence of tasks necessary to
D. perfect evaluation scores
perform a job?
2427. Which function of the management pro- A. job analysis
cess requires a manager to establish goals
B. job description
and standards and to develop rules and
procedures? C. job performance
A. planning D. job benefits

NARAYAN CHANGDER
B. organizing
2433. refers to the continuous process in-
C. staffing volving planning, reviewing and mentoring
of employees to improve their work func-
D. leading
tions
2428. “Hard” approach to HRM indicates
A. Human resources are different from
other resources
B. The “human” side is emphasized
C. Human resources should be used at
the lowest costs
A. labour management
D. HRM policies must be integrated.
B. off-the-job management
2429. What is the impact of work stress on C. performance management
employee performance?
D. employee management
A. Decreased absenteeism
B. Improved collaboration 2434. Definition of quality is the fulfillment of
customer’s:
C. Decreased quality of work
A. Expectations
D. Increased job satisfaction
B. Expectations and Requirements
2430. recruitment from outside C. Requirements
A. External Recruiting D. None of the above
B. Cross-training
2435. -having completed the job analysis, the
C. Selection Process firm can describe the position that is avail-
D. Evaluating Applicants able. It would give information about the
purpose, duties, tasks and responsibilities
2431. Is it workload lead to mental health? of the position. This best refers to
A. Yes A. job specification
B. Not really B. job description
C. No C. job evaluation
D. none of above D. job enhancement

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1.1 HUMAN RESOURCE MANAGEMENT 265

2436. Which are tasks of HR? A. True

A. Accounting B. False

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B. Recruitment 2442. A supervisor negotiates a job offer with
C. Selection a candidate.
D. Training A. Staffing
E. Controlling B. Compensation and Benefits
C. Training and Development
2437. Which is not a method of financial moti-
vation? D. Compliance
A. Commission E. Employee Relations
B. Profit Sharing 2443. What is a written statement listing the
C. Salary tasks and responsibilities of a position?

D. Piece Rate A. job description

B. job analysis
E. Fringe Benefits
C. chain of command
2438. Attracting candidates through referrals
D. performance evaluation
is a technique of
A. Internal 2444. Which of the following laws states an
employer cannot discriminate in pay to
B. External
men and women who do the same job?
C. All of the above
D. None of the above

2439. Benefit of internship program for future

A. To fill in leisure time
B. Provide real life experience and expo-
sure
C. To fulfill university requirement
D. More opportunity to learn
A. American’s with Disabilities Act
2440. Which is the process of finding, select-
ing, training, and evaluating employees? B. Civil Rights Act
C. Equal Pay Act
A. orientation management
D. Fair Labor Standards
B. supervising workers
C. performance appraisal 2445. Which of the following is NOT a goal of
human resource management?
D. human resources management
A. Find the right person for the right job
2441. HRM has evolved over the last few B. Manage talent so people reach their
decades due to economic forces such as potential
globalization, technological changes, and
intense competition, all of which make hu- C. Maintain an effective workforce
man capital more important. D. Transform an efficient workforce

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1.1 HUMAN RESOURCE MANAGEMENT 266

2446. Which of the following is an advantage 2451. Simulation training

of using contractors?
A. allows employees to take college
A. The contractor is independent. classes on the internet at their conve-
B. Lower levels of customer service are nience
needed. B. provides realistic job task training in a
C. Employment ceases when the contract manner that is challenging but does not
is completed. create the threat of failure

NARAYAN CHANGDER
D. Time lags occur between the need for C. trains individuals through classroom
a contractor and filling the position. or formal instruction
2447. The provides the essential informa- D. often come in the form of computer-
tion on which each job is evaluated. ized multiple choice tests that provide im-
mediate feedback
A. Job ranking
B. Job enrichment 2452. Which is not true about IBM?
C. Job description A. they essentially were a monopoly mid-
D. Job enlargement century

2448. Which of the following recruitment B. mid-century, they emphasized job-

sources is recommended when a company- based pay with work-life benefits
wants to target minorities? C. they changed their business strategy
A. Career fairs to emphasize innovation and customer
service
B. Networking
C. Media advertising D. they changed their compensation
strategy to be more externally competi-
D. Employment agencies tive
2449. Within an organization, a 360-degree E. all of the above are true
performance review, a process that gath-
ers feedback from a review panel that 2453. What are the two types of compensa-
includes co-workers, supervisors, team tion?
members, subordinates, and sometimes
A. Intrinsic and Extrinsic Compensation
customers.
A. True B. Direct and Indirect Compensation

B. Home C. Fixed and Variable Compensation

D. none of above
2450. Which of the following is NOT one of
the five main types of digital technologies
2454. Attributes of a clerk in the HR office in-
driving the transfer of functionality from
cludes
HR professionals to automation?
A. Email A. integrity

B. Social media B. patience

C. Mobile applications C. tact
D. Cloud computing D. confidentiality

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1.1 HUMAN RESOURCE MANAGEMENT 267

2455. A job offer is finalized by 2459. Many manufacturers have relocated to

the South because

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A. lower-cost labor is plentiful there and
unions are less prevalent.
B. there are many high-tech companies in
the North.
C. the top computer science schools in
the nation are located there.
A. a handshake D. there is an abundance of surplus labor.
B. employer putting it in writing 2460. Which is NOT a hygiene factor?
C. candidate reading the offer A. Working conditions
D. candidate signing the offer B. relationship to supervisor
C. Salary
2456. An employee’s relative worth can be de-
termined by D. profit-share scheme

A. job analysis 2461. Employees at Maxwell Enterprises are

participating in a training program. Partic-
B. labor market conditions
ipants are required to respond to specific
C. wage-rate surveys problems they may encounter in their jobs
by acting out real-world situations. Which
D. an effective performance manage-
type of Training method is the firm most
ment system
likely using?
2457. Discuss the various leadership styles in A. coaching
business. B. job enlarging
A. Authoritarian, bureaucratic, paternal- C. role playing
istic D. job rotating
B. There are various leadership styles
2462. The period of time during the workday
in business, including autocratic, demo-
when all employees are expected to be at
cratic, transformational, transactional,
their job stations.
and laissez-faire.
A. Flex time
C. Servant, let it go, let it go
B. Core Time
D. Collaborative, consultative, participa-
C. Compressed Work Week
tive
D. Job Sharing
2458. Select one HR role in a knowledge base
economy? 2463. Which is an evaluation of how well an
employee is doing a job?
A. Rapid farmer
A. job description
B. Knowing weakness B. performance appraisal
C. Knowledge facilitator C. reference
D. Swot D. orientation

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1.1 HUMAN RESOURCE MANAGEMENT 268

2464. What are the different methods of hu- C. traveling allowance and any annual
man resource recruitment? bonus
A. Internet D. basic wages and all other payments in
B. Job posting cash

C. Word of mouth 2468. Which is considered a voluntary separa-

D. Appointment of the owner tion?
A. transfer
2465. Which of the following expressions is

NARAYAN CHANGDER
the role of human resource planning A. B. lay off
Human resource planning is the core part C. retirement
of the organization’s strategic planningB. D. resignation
Human resource planning is an important
condition for the organization to adapt 2469. What determines HR strategy according
to the needs of static developmentC. Hu- to Purcell and Ahlstrand?
man resource planning is the starting point A. Decisions at all three levels of strategy
and important basis for various human re- and the ability of local managers to fol-
source management practicesD. Human re- low through goals in specific environmen-
source planning is conducive to controlling tal conditions.
labor costsE. Human resource planning is
conducive to mobilizing the enthusiasm of B. Decisions at the corporate level and
employees the ability of senior managers to integrate
business strategy with HR strategy.
A. B. C. D
C. Decisions at the functional level and
B. C. D.E the ability of HR professionals to align HR
C. C. D. E policies and practices with business strat-
D. C. D. E egy.
D. Decisions at the business level and the
2466. The success of an organisation depends ability of managers to establish and ex-
largely on the ploit a competitive advantage within a par-
A. quality of its human resources ticular competitive scope.
B. quantity of its human resources 2470. Labour turnover is the rate at which
C. state-of-the-art interior with well fur- employees-the organisation.
nished office A. Enter
D. quantity and quality of its human re- B. Leave
sources
C. Salary
2467. Listed are the types of payment that are D. None of the above
not included under the definition of wages,
except 2471. In job-evaluation the Key Jobs are des-
A. the value of house or the supply of ignated as ones
food, water, fuel, light or medical treat- A. Which are more in number in the or-
ment ganisation.
B. any contribution made by employer- B. Which are most important for the sur-
EPF, pension fund, retirement vival of the organisation

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1.1 HUMAN RESOURCE MANAGEMENT 269

C. Which are most secure D. studying a job to determine the duties

D. All of the above and responsibilities of the job.

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2472. How many factors were identified by 2477. ABC Food Sdn. Bhd is a large manu-
Pettigrew & Whipp to manage the success- facturer that employs nearly 800 work-
ful change? ers. Executives at the company are inter-
A. Four ested in implementing a training and de-
velopment program in order to improve
B. Five employee competencies and enhance the
C. Three firm’s overall performance. Which of the
following most likely supports the plan to
D. Six
establish a training program at ABC Food
2473. Assertion (A):Training is distinct from Sdn. Bhd?
education. Reason (R):Training is focused A. Firms of similar size typically provide
on acquiring specific skills for a particular mentors to new employees.
job.
A. Both A and R are true, and R is the cor- B. The firm has consistently had a high
rect explanation of A. turnover rate in all departments.

B. Both A and R are true, but R is not the C. The firm’s new CEO established a
correct explanation of A. Training program at a previous firm.
C. A is true, but R is false. D. Other firms in the food industry are im-
D. A is false, but R is true. plementing Training programs.

2474. , a, a, 2478. What is not included in the objectives of

A. Hah Human Resource Management:

B. Well A. Analyze work

C. Haj B. Create management regulations and
D. In policies in the Company
C. Conduct regular performance reviews
2475. Payment by the entrepreneur as a per-
centage ofsales and associated with the D. Prevent employee demotivation
compensation of salesrepresentatives through incentives
A. Commission
2479. Which of the following are generally
B. Salary considered to be advantages to external
C. Hourly wage recruitment?
D. Hybrid compensation system A. Usually quicker than internal recruit-
ment
2476. Selection is the process of
A. deciding the position to be filled B. Access to a wider range of candidate

B. attracting the pool of candidates C. Less expensive

C. choosing the most suitable candidate D. External candidates are always better
to fill the vacancy trained

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1.1 HUMAN RESOURCE MANAGEMENT 270

2480. Training programs must be evaluate to C. Promote group satisfaction and indi-
vidual development.
A. ensure employees will not quit from D. Optimum utilisation of man-power by
the company motivation and improving the efficiency.
B. ensure trainers are happy 2485. The process for new employees to get
C. justify the financial investment in the familiar with their job environment. This
training is best described about

NARAYAN CHANGDER
D. enhance the training facilities of the A. interview
company B. orientation
2481. The factors that arbitrators use when C. team building
deciding cases are the wording of the la- D. employee training
bor agreement, the submission agreement,
the testimony and evidence offered, and 2486. , , , , , , , , , , , , , , , , , , , , , , , , are most
likely to attack the weakest link within an
A. arbitration of witnesses. organization.
B. the concept of reasonable doubt. A. Hackers
C. arbitration criteria or standards B. Geeks
D. the ability to set precedent. C. Internet Gurus
2482. Why is training and development impor- D. Cyber thieves
tant for employees in an organization?
2487. Which of the following statements
A. None of the above about the employee selection process is
B. All of the above true?
C. It only benefits the organization, not A. General aptitude tests are seldom, if
the employees ever, used in job screening.
D. It is not important at all B. Like recruitment, selection only consid-
ers those applicants in the external job
2483. the major responsibilities of the HR pool.
Team where HR managers come up with
C. During the initial job screening, the ap-
plans and strategies for hiring the right
plicant usually completes an application
kind of people.
form and has a brief interview of 30 min-
A. Maintaining work atmosphere utes or less.
B. Recruitment and Selection D. The tool most widely used in making
C. developing public relations hiring decisions is the general aptitude
test.
D. managing disputes
2488. This type of interviews is used to deter-
2484. How HRM has become a highly spe- mine how you’ve handled situations in the
cialised job? past with the idea that your past behav-
A. It is concerned with obtaining and iors predict how you will act in the new
maintaining a satisfied work force. job. You may be asked about how you’ve
B. It maximises the output and satisfac- handled a difficult situation or scenario.
tion of the employees. A. Behavioral Interview

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1.1 HUMAN RESOURCE MANAGEMENT 271

B. Competency Based Interview 2494. It is the purpose of performance ap-

C. Exit Interview praisal to improve the employee’s perfor-
mance

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D. Informational Interview
A. Developmental Purpose
2489. There are 6 functional areas associated
with HRM EXCEPT: B. Strategic Purpose

A. Staffing C. Administrative Purpose

B. Safe & Health D. Financial Purpose
C. Compensation
2495. Which of the following is a source of ex-
D. Personal Item ternal applicants?
2490. What type of Leadership style is most A. Company Websites
appropriate at the beginning of a project:
B. Job Fairs and Trade Events
A. Supporting Leader
C. Promotion
B. Coaching Leader
C. Directing Leader D. none of above

D. Facilitating Leader 2496. The critical tasks of a job can be define

2491. What are the three product lines of HR using
as a business? A. job scope
A. Administrative services & transac- B. job analyst
tions, business partner services, and
strategic partner C. critical incident approach
B. HR planning, recruiting, and selection D. critical evaluation approach
C. Training and development, compensa-
tion, and employee services 2497. Employees (or team members) are mo-
tivated by many things. Which of the fol-
D. Employee relations, personnel
lowing statements about employee moti-
records, and health and safety
vation is FALSE?
2492. Generalizability is the degree to which A. Employees who are respected,
the reliability of a selection method estab- praised, and appreciated by the en-
lished in one context extends to other con- trepreneur will be more productive
texts. True or False?
B. Employees who perform work that is
A. True
interesting and exciting will be more pro-
B. False ductive.
2493. The first function of HRM is C. Employees who receive financial re-
wards that are linked to their perfor-
A. Training and Development
mance will be more productive.
B. HR Planning
D. Employees who are bored with their
C. Performance Management work will usually be as productive as any
D. Compensation management other employee.

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1.1 HUMAN RESOURCE MANAGEMENT 272

2498. Publicizing the vacancy on intranet is C. deficiency of knowledge

A. a way of attracting external candi- D. deficiency of execution
dates to apply for the job
2503. A written statement of the human qual-
B. a way of attracting current employees
ification, education and experience needed
to apply for the job
to perform a job is referred to as
C. a way that will attract candidates from
A. Job design
all over the world

NARAYAN CHANGDER
D. a way that requires employer to check B. Job enrichment
through employee’s files C. Job performance

2499. What’s the strategic advantage of D. Job specification

workforce diversity in modern organiza-
2504. The programme once installed must
tions?
be continued on a permanent basis
A. Reduced creativity in decision-making
A. ....Job satisfication
B. Enhanced innovation and better
decision-making B. .... training and development

C. Simplified management practices C. .... recruitment

D. Limitation in potential benefits for com- D. ....all of the above

petitiveness
2505. Which of the following is the highest
2500. A manager conducts job orientation for point of Maslow’s hierarchy of needs:
several new employees. A. Physiological satisfaction
A. Staffing B. Attainment of survival
B. Compensation and Benefits C. Need for association
C. Training and Development D. Esteem
D. Compliance
2506. HRD Does not include
E. Employee Relations
A. Career Planning
2501. Technology that can think like a human
B. Succession Planning
A. Social networking
C. Managerial Planning
B. Laptop
D. MBO
C. Smartphones
D. Artificial intelligence 2507. What is the main objective of recruit-
ment?
2502. An employee takes a shortcut to com-
A. To accumulate a pool of potential can-
plete a task at work. The result of this
didates for a job
action ispoorer customer service. This is
an example of B. To select the most appropriate candi-
date
A. Workplace efficiency
B. Service exceeding company expecta- C. To advertise a job vacancy
tions D. To identify a vacant position

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1.1 HUMAN RESOURCE MANAGEMENT 273

2508. Expenses associated with replacing an 2513. The following are grounds for dismissal
employee of an employee except:

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A. Turnover A. Misconduct
B. Collective Bargaining B. Forcible resignation due to poor per-
formance
C. Benchmarking
C. Accepting a voluntary retrenchment
D. Competition
D. Authorized causes under the law
2509. The basic managerial skill(s) is (are)
2514. If one were using the on-the-job train-
A. To supervise
ing method of training, the first step
B. To motivate would be to show the learner the correct
C. To stimulate way to do the job.

D. All of these A. True

B. False
2510. What is HRM?
A. The systems that influence employees’ 2515. If someone has the ability or expertise
performance. which may be used in a variety of roles or
occupations-what skills do they have?
B. The standards that are used to eval-
uate employees’ abilities, behavior, atti- A. Hard
tudes and performance. B. Soft
C. The policies, practices, and systems C. Transferable
that influence employees’ abilities, behav-
D. none of above
ior, attitudes and performance
D. none of above 2516. If you live in a very small community
with a limited pool of available workers,
2511. which of the following are issues in the what would be the best way to recruit em-
employee relations management ployees from other nearby communities?
A. .... General conflict management A. online advertisement
B. ....safe working environment B. in-store advertising
C. .... times attendence issues C. classified ad in the local paper
D. ....All of the above D. career center for a university 300
miles away
2512. The performance appraisal methods
which consists of management by objec- 2517. Expansion, downsizing and staff
tives and behavioural rating approach are turnover are factors affecting employ-
considered as ment
A. ....Behavioural method A. Operational
B. ....Objectives method B. Internal
C. .... subjective method C. External
D. ....Both Aand B D. Financial

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1.1 HUMAN RESOURCE MANAGEMENT 274

2518. Blooms Taxonomy has six levels for cre- 2524. . In today’s competitive market condi-
ating training objectives tion HR department needs to act as to
the management
A. True
A. Controller
B. False
B. friend
2519. Below is the factor that affect environ- C. Customer
ment of HRM except
D. Business partner

NARAYAN CHANGDER
A. Technology
2525. HR not only owns talent management
B. Management
activities, but it also supports the devel-
C. Society opment of a positive workplace culture
D. Union A. TRUE
B. FALSE
2520. The Maternity Benefit Act was intro-
duced in the year 2526. The assignment of an employee to an-
A. 1961 other job in the small business that in-
volves the same level of responsibility and
B. 1923 authority as the employee’s current job.
C. 1976 A. Job Description
D. 1948 B. Transfer
C. Promotion
2521. In small businesses, each employee
should specialize in the job D. Discharge
A. True 2527. Acquiring the right talent, training and
B. False developing them and motivating them to
sustain in the workforce to effectively
2522. The followings are the functions of attain objectives of the organisation is
trade union, except called:
A. to improve the skills of the employees A. Human Resource Management
B. to improve salaries and benefits B. Operations Management

C. to increase job security of employees C. Customer Management

D. Procurement Management
D. to protect the rights of the employees
2528. Under Queensland’s anti-discrimination
2523. A method involves of placing vessels in laws, employers must offer This
convenient locations into which employees means people are treated on their mer-
may put written suggestions for the pro- its at every stage of their employment-
cess improvements. from the recruitment and interview pro-
A. Brainstorming cess through to their daily duties, promo-
tion, training and development opportuni-
B. Quality Circles
ties, and their resignation, retrenchment
C. Walking and Talking or redundancy.
D. Suggestion Box A. equal wages

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1.1 HUMAN RESOURCE MANAGEMENT 275

B. equal discrimination 2534. Contemporary Challenges is issues

C. equal employment opportunities which are relevant to the present time

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D. national employment standards A. True
B. False
2529. What is meant by scientific manage-
ment according to Frederick W. Taylor? 2535. Which of the following is/are the tech-
A. Management that focuses on innova- nique for managing project teams?
tion A. Conversation
B. Management that focuses on client B. Observation
needs C. Appraisal
C. Management that focuses on em- D. Conflict Management
ployee satisfaction
D. Management that focuses on effi- 2536. Genetic Information Nondiscrimination
ciency Act-
A. Prohibits discrimination against any-
2530. All of the following are major areas in
one disabled.
which an HR manager assists and advises
line managers EXCEPT B. Prohibits discrimination against any-
one genetic information.
A. recruiting
C. Prohibits discrimination against
B. hiring
women and minority groups.
C. strategic business planning
D. Prohibits discrimination against any-
D. compensation one with the same blood line.
2531. Training benefits the employer because 2537. When a job is no longer required so that
the employee doing this job becomes re-
A. Employees get paid more dundant through no fault of her own volun-
tary (employee volunteers) or compulsory
B. Employees become less productive
(employer decides)
C. Employees have up-to-date skills
A. Remuneration
D. It is expensive
B. Accountability
2532. What is HRM? C. Assessment
A. Human D. Redundancy
B. Resource
2538. Working people, through their unions,
C. Management negotiate contracts with their employers
D. All of the the above to determine their terms of employment,
including pay, benefits, hours, leave, job
2533. Targeting recent immigrants, among health and safety policies
other ignored work groups, for union mem-
bership has been one of the focuses of en- A. Employment at Will
ergized organizing. B. Collective Bargaining
A. True C. Benchmarking
B. False D. Turnover

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1.1 HUMAN RESOURCE MANAGEMENT 276

2539. Fill in blank (Role of HR) C. recruits

D. staffing

2543. What is switching staff between differ-

ent tasks to prevent monotony called?
A. job rotation
B. job enlargement

NARAYAN CHANGDER
C. job enrichment
D. none of above
A. Planning
B. Union management 2544. HR department helps establish and com-
municate policies related to hiring, disci-
C. Consumer behavior pline, promotions and benefits
D. Organizational structures A. TRUE
2540. to leave an event such as a meeting or B. FALSE
performance because you areangry or dis-
2545. It refers to the act of permanently lay-
approve of something.
ing off workers due to poor performance
A. Work-out or a discontinued need for their services.
B. Strikes A. Application
C. No Strike Agreement B. Retirement
D. Pancakes C. Termination
E. Walk-out D. Recruitment
2541. It is important to chose an expat who 2546. Measurable or visible indicators of a se-
lection criterion is known as
A. Predictable
B. Predicators
C. Predictive revealers
D. None of the above
A. is adaptable
2547. By using employee stock ownership
B. is sensitivity towards different cul- plans, Globisys can provide retirement
tures benefits for its employees at a relatively
C. has confidence low cost.
D. all the above A. True
B. False
2542. What do you call people who provide
specialty services to a number of different 2548. What is a common method for managing
business on an hourly basis or by the job? diversity in the workplace?
A. freelancers A. Ignoring cultural differences
B. delegates B. Discrimination

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1.1 HUMAN RESOURCE MANAGEMENT 277

C. Implementing diversity training pro- 2553. The pace of technological change in an

grams industry 2. The need for flexible or multi-
skilled staffThis two points above is the

PRACTICE BOOK» NOT FOR SALE

D. Limiting hiring to a specific demo-
example of what functions?
graphic tags130.110
A. Steps in the recruitement and selec-
2549. The policies, practices, and systems that tion process
influence employees’ behavior, attitudes,
B. Occupational mobility of labour
and performances.
C. Forecasting the skills required de-
A. a. Competitiveness
pends on:
B. HRM
D. External Factor of HR
C. Recruiting
2554. Management’s refusal to let workers
D. a. Selection
enter a plant or building to work is a:
2550. What Training method asks participants A. Lockout
to manage e-mail messages, memoranda,
B. Boycotting
reports, and telephone messages?
C. Strike replacements
A. in-basket training
D. Picketing
B. role playing
C. case study 2555. .... is the process of forecasting an or-
ganisations future demand for, and supply
D. Apprenticeship of, the right type of people in the right
number.
2551. Which of the following is NOT a respon-
sibility of the Finance department? A. Human Resource Planning
A. Managing the use of company funds B. Recruitments
B. Obtaining needed funds C. Human Resource Management
C. Creating a financial plan D. Human Capital Management
D. Establishing external relations 2556. Some organizations use fast-track pro-
grams as a way to retain young managers
2552. How does human resource management
with high potential.
contribute to strategic planning in an orga-
nization? A. True
A. By randomly hiring employees without B. False
considering the organization’s needs
2557. HR issues that will require adaptation
B. By focusing solely on individual em- to fit different cultures include all of the
ployee needs without considering the or- following except
ganization’s strategy
A. training and development
C. By ignoring the organization’s goals
and objectives B. performance appraisal

D. By aligning the organization’s work- C. compensation

force with its goals and objectives D. job analysis

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1.1 HUMAN RESOURCE MANAGEMENT 278

2558. What are payments for labor or services A. Miss A, B, C were caught on cheating
that are made on an hourly, daily, or per and Miss D, E, F, and G tried to spread the
unit basis? news.
A. wages B. Miss A, B, C leaved the company be-
cause they were caught on cheating and
B. salary
so do Miss D, E, F, and G.
C. benefits
C. Miss A, B, C resigned the company and
D. bonus

NARAYAN CHANGDER
join the competitor’s and then so do Miss
D, E, F, and G.
2559. Training is primarily intended for use
D. Miss A, B, C transferred to the new de-
by the individual being trained.
partment within the company and then so
A. Immediate do Miss D, E, F, and G.
B. future
2564. Point method is suitable for
C. temporary A. Small size organization
D. salary B. Mid size organization
2560. According to the “Labor Law of the Peo- C. Large organization
ple’s Republic of China”, the lower limit of D. Both (B) and (C)
working age in China is ().
2565. The implied terms of the contract of em-
A. 14 years old
ployment is
B. 16 years old
A. the term express in the contract of em-
C. 18 years old ployement
D. 20 years old B. The jobholder’s occupation or designa-
tion
2561. Agreeableness is important for what
C. The only significant legal restrictions
types of jobs?
D. The items that are not written in the
A. Managerial jobs
contract of employment
B. Customer service jobs
2566. What is the purpose of forecasting?
C. Sales
A. Predict areas within the organization
D. All of the above where there will be labor supply or de-
mand
2562. :the people compromising an organi-
zation’s workforce. B. Attempts to determine the supply and
demand for various types of human re-
A. HR sources
B. HRM C. Attempts to determine the surplus and
C. Job analysis shortage of various types of human re-
sources
D. Job description
D. Predict areas within the organization
2563. which situation is considered domino ef- where there will be labor shortage or sur-
fect? plus

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1.1 HUMAN RESOURCE MANAGEMENT 279

2567. Human resource management is the pro- C. Financial performance of a business.

cess of hiring, developing, motivating, and D. Strategies used by a business.
evaluating people in order to achieve orga-

PRACTICE BOOK» NOT FOR SALE

nizational goals. 2572. The process of verifying certain informa-
A. True tion provided by a job applicant is called a
check
B. False
A. background
2568. Which of the following terms means a B. credibility
set amount of compensation for a given
C. personnel
time period?
D. reference

2573. Which of the following is the main objec-

tive of HR planning in the organization?
A. To attract and retain talented staff
B. To deliver the best possible services
C. To fulfill the many roles within the de-
partments
A. paycheck
D. To have an accurate number of employ-
B. hourly wage ees required, matching skill requirement
C. salary wage to accomplish organizational goals
D. commission 2574. True or False? Our pay policy decisions
are in competition with each other; for in-
2569. the process of attracting applicants qual-
stance, an emphasis on base wages means
ified to occupy vacant positions is known
less resources for pay for performance or
as?
benefits?
A. recruitment
A. True
B. selection
B. False
C. placement
2575. Which statement(s) refer to Theory X?
D. retirement
A. Every employee loves to work
2570. Pay-for-performance programs B. Humans need directions
A. tie rewards to firms’ profitability C. Employees need to be controlled
B. are easy to implement and measure D. Human beings can learn to see respon-
C. tie rewards to employee effort sibility
D. result in negligible increases in output 2576. A method that suitable use for job va-
cancies that face a tight new market is
2571. HR plays a very crucial role in develop-
ing, reinforcing and changing the A. unsolicited
A. Culture of a business and improving B. advertisement
employee productivity and engagement. C. job recommender
B. Number of employees in a business. D. recruitment agency

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1.1 HUMAN RESOURCE MANAGEMENT 280

2577. involves formulating and executing Next week she will go out on the road as
human resource policies and practices that a salesperson. What method of training is
produce the employee competencies and Langton’s employer using?
behaviors the company needs to achieve
A. simulation
its strategic aims.
A. Employee engagement B. job rotation

B. Data analytics C. mentoring

D. programmed instruction

NARAYAN CHANGDER
C. Strategic human resource manage-
ment
2582. Which of the following statements
D. Sustainability
about unemployment compensation is
2578. HE delegates some of his functions true?
to his subordinates but check on them A. Unemployment compensation pro-
through follow-ups vides former employees with money for a
A. supervisor certain period while they are unemployed.
B. adviser B. If an employee is relieved of his or her
C. negotiator job after only two days of employment, he
or she is eligible for unemployment com-
D. educator pensation.
2579. What is the purpose of Human Resource C. Unemployment compensation pays
Planning? employees for lost work time caused by
A. To identify key HR initiatives for the work-related injuries.
time period ahead D. The federal government pays unem-
B. To evaluate the output and perfor- ployment compensation.
mance post the training and development
sessions 2583. Which of the following statements best
describes the collective bargaining pro-
C. To recruit candidates and select the
cess?
best ones to work for the company
D. To conduct and implement training pro- A. Establishing a group of two or more
grams for employees employees who have common employ-
ment interests and conditionsand may
2580. People have been able to maintain reasonably be grouped together
proper work life balance due to recession
B. Negotiating a labor agreement that
A. true involves extensive preparation as well
B. false as diplomatic maneuvering andwell-
developed bargaining strategies.
2581. Since Cate Langton was hired in the mar-
C. Monitoring for unfair labor practices
keting department of a consumer products
on the part of either employer or union
manufacturer, she has worked in its pub-
members.
lic relations department, she has worked
in its advertising department, and she D. Holding an election for exclusive rep-
has worked to help design collateral sales resentation that is then certified by the
material and point-of-purchase displays. NLRB.

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1.1 HUMAN RESOURCE MANAGEMENT 281

2584. Four things in HR planning that need to 2588. The Human Resource Management func-
be implemented at the beginning are tion that documents and evaluates em-
ployee performance is:

PRACTICE BOOK» NOT FOR SALE

A. HR planning, induction selection re-
cruitment A. Training and Development
B. HR planning, recruitment, selection, B. Staffing
mentoring C. Performance Appraisal
C. recruitment selection orientation D. Compensation
D. HR planning selection mentoring orien-
tation 2589. The purpose of the Behaviourally An-
chored Rating Scale(BARS) is
2585. What is the purpose of the Sarbanes- A. define a job
Oxley Act of 2002?
B. improve inter-personal relationship
A. To set strict rules for corporate behav- skills
ior and impose heavy fines for noncompli-
ance C. to evaluate a good or bad performance

B. To promote quality awareness and rec- D. None of the above

ognize quality achievements
2590. Basis of Job evaluation is
C. To analyze big data and make A. Job design
evidence-based human resource deci-
sions B. Job ranking
D. To provide guidelines for HR depart- C. Job analysis
ments in strategic planning D. Any of the above
2586. What is the main purpose of human re- 2591. What are the 5 Ms of management?
source management?
A. men, money, machines, materials and
A. to ensure people employed by organi- methods
zation are being used as efficiently possi-
B. men, money, machine, marketing and
ble for achieving company goals.
methods
B. to pay wages
C. men, management, money, material
C. to build the nation and methods
D. to approve leave D. none of above

2587. A series of quality assurance standards 2592. Compensation-

developed by the international Organiza-
A. Is paying money for something wrong
tion for Standardization in Switzerland
a company has done.
and adopted worldwide
B. Is rewarding someone for less service,
A. Malcolm Baldrige National Quality
usually with money.
Award
C. Is rewarding someone for service,
B. 9000:2015 usually with money.
C. a. 2015:9000 D. Is rewarding someone for being a
D. ISO 9000:2015 good friend.

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1.1 HUMAN RESOURCE MANAGEMENT 282

2593. Which of the following describes the B. Roar Lungkip

Equal Pay Act? C. Background
A. Prohibits employment discrimination D. Foreground
toward qualified individuals with disabili-
ties 2598. What is the primary goal of recruitment
B. Prohibits employment discrimination and selection in human resource manage-
toward persons 40 years of age or older ment?
A. Training and development of existing

NARAYAN CHANGDER
C. Prohibits sex-based wage discrimina-
tion between men and women who are employees
performing under similar working condi- B. Increasing employee turnover
tions in the same establishment
C. Attracting and choosing the most suit-
D. Prohibits employment discrimination able candidates for job positions
toward qualified individuals with disabili-
D. Hiring candidates based on personal
ties
connections rather than qualifications
2594. Which of the following laws protects
2599. Forecasting an organisation’s current
workers age 40 or over from the work-
and future staff needs is part of workforce
place discrimination?
planning.
A. Equal Employment Opportunity Act
A. True
B. Americans with Disabilities Act
B. False
C. Age Discrimination in Employment Act Explanation:Forecasting an organisa-
D. Americans with Disabilities Amend- tion’s current and future staff needs is
ments Act part of workforce planning.

2595. One of the worries many U.S. workers 2600. What are the benefits being offered
face is that their job may be shifted to to Personnel Managers according to the
workers in other countries. This practice text?
is known as A. Car plan or free use of company trans-
A. a union security agreement. portation, unlimited/limited use of gaso-
line and free maintenance check-up, com-
B. . a grievance procedure. pany cellular phone
C. unfair labor practices. B. Unlimited/limited use of gasoline
D. offshoring. and free maintenance check-up, com-
pany cellular phone, representation al-
2596. The high-performance organizations ac- lowance/meal allowance
tively work with the positive energy of
C. Company cellular phone, represen-
employees.
tation allowance/meal allowance, edu-
A. TRUE cation scholarship/attending conventions
B. FALSE and seminars
D. Representation allowance/meal al-
2597. Design and organize work and allocate lowance, education scholarship/attending
it to employees. Is one HRM conventions and seminars, career ad-
A. Scope vancement/other professional options

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1.1 HUMAN RESOURCE MANAGEMENT 283

2601. Recruitment and Selection A. producing; manufacturing

A. Staffing B. monetary; utility

PRACTICE BOOK» NOT FOR SALE

B. Workplace Policies C. quantity; quality
C. Compensation and Benefits D. developing; producing
D. Retention
2607. Which is not correct about “human re-
E. Training and Development
source strategy”?
2602. These change processes need a signifi- A. A human resource strategy is a busi-
cant involvement except: ness’s overall plan for managing its hu-
A. Awareness of desired change man capital to align it with its business ac-
tivities
B. Translation of work setting
C. Commitment to personal change B. The human resource strategy sets the
direction for all the key areas of HR
D. Internalization of new behaviour
C. The human resource strategy is a
2603. Competitive companies have very com- short-term plan
plex pricing structures because they accu-
D. The human resource strategy includes
rately reflect costs in product prices.
hiring, performance appraisal, develop-
A. True ment, and compensation
B. False
2608. Which competency needs the longest
2604. Are written statement of the contents time period to develop compared to other
of the job is called as competencies in the choice?
A. Job description A. Doctoral Degree
B. Job specification B. Technical skill
2605. The activity that presents a prime op- C. Emotional Intelligence
portunity to expand the knowledge base D. Economics Knowledge
of all employees is
A. promotion 2609. A union is a branch union that rep-
resents a specified area or even a specific
B. workplace training
plant.
C. retention
A. Local
D. union participation
B. Subsidiary
2606. Human resources is defined in economics
C. Restricted
terms as the and of human effort
directed toward producing goods and ser- D. GDP
vices.
2610. Job Evaluation is carried on by
A. Groups
B. Individuals
C. Both (A) and (B)
D. None of the above

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1.1 HUMAN RESOURCE MANAGEMENT 284

2611. Unstructured interviews have a moder- C. Job Analysis

ate correlation with job performance. True D. Job evaluation
or False?
A. True 2617. The idea behind SHRM is that companies
must “fit” their HR strategy within the
B. False framework of overall business objectives.
2612. Adding more tasks of a similar nature is A. TRUE
tour job called as B. FALSE

NARAYAN CHANGDER
A. Job enlargement
2618. Which choice is most correct about com-
B. Job enrichment
pensation?
2613. Which of the following is a barrier while A. Examples of indirect compensation are
doing human resource planning? retirement benefit, insurance, overtime
A. HR information often is incompatible policy.
with the information used in strategy for- B. Basic pay, cash supplement, and bene-
mulation fits are direct compensation.
B. Implementing a human resource infor- C. Wage refers to monthly compensation
mation system paid to operating employees.
C. Managing inventories D. Direct compensation refers to non-
D. Supply forecast monetary benefits offered and provided to
employees.
2614. Evaluation of an employee’s perfor-
mance and progress starts from the time 2619. Barriers/challenges faced by women to
of his: be a leader
A. Written test A. Lack of skills and knowledge
B. Employment B. Ineligible to be a leader
C. Interview C. Lack of internal and external network
D. Offer of employment D. none of above

2615. “They have less experience with envi- 2620. What does the term ‘human resource
ronmental contexts in different countries, management’ describes?
less power to withstand the demand of A. concept of competing through techni-
host governments, less reputation and fi- cal resources in organisations
nancial resources as well as fewer re-
sources for managing international opera- B. economic value of employees’ knowl-
tions” refers to Internalization of SME edge, skills and capabilities

A. True C. policies and practices involved in man-

aging managers of an organisation
B. False
D. effective utilisation of an organisa-
2616. is a factual statement of tasks & du- tion’s people and their talent
ties involved in a job.
2621. “Human assets are riskier investments
A. Job description Resistance to change” is a Barriers to
B. Job specification Strategic HR?

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1.1 HUMAN RESOURCE MANAGEMENT 285

A. TRUE D. The importance of cooperation in orga-

B. FALSE nizations

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2622. Which term refers to the teaching of 2627. Employment rewards for service in ad-
several employees in a classroom setting? dition to salary are known as:
A. benefits
A. on-the-job training
B. delegate
B. job rotation
C. wages
C. group training
D. staffing
D. orientation
2628. To help employees maintain high perfor-
2623. A list of the basic tasks that make up a mance in the long term, businesses need to
job. implement the following activities
A. Job Description A. Performance improvement programs
B. Transfer B. Performance evaluation
C. Promotion C. Performance renumeration
D. Discharge D. Job analysis
2624. It is a continuous process that consists 2629. Explain the concept of 360-degree feed-
of analyzing and anticipating the number back in performance management.
of workers and the skills that will be re- A. 360-degree feedback is a process in
quired by the organization to meet its ob- which an employee receives feedback
jectives. from multiple sources, including supervi-
A. Human resource planning sors, peers, subordinates, and sometimes
B. Labour turnover even external sources such as customers.
This comprehensive feedback provides a
C. Contracting process well-rounded view of the employee’s per-
D. Human resource management formance and behavior.
2625. Recruitment is a negative process B. 360-degree feedback involves feed-
whereas selection is a positive one back from only one source, such as peers
A. The above statement is correct C. 360-degree feedback is a process
where only the supervisor provides feed-
B. It should be the other way round back
C. It could be both D. 360-degree feedback is a process
D. It depends on the profile for which a where the employee receives feedback
company hires from a single source, such as customers

2626. What is the main theme in Mary Parker 2630. A human resource inventory is designed
Follett’s writing? to revel whether:
A. The importance of visionary leadership A. the firm has enough land and capital
B. The importance of employee experi- B. worker morale is high or low
ence and knowledge C. all workers are paid a fair wage
C. The importance of hierarchy in organi- D. firms labor force is technically up-to-
zations date and well trained

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1.1 HUMAN RESOURCE MANAGEMENT 286

2631. The role of ethics in human resources 2637. Which is not included in the subsystems
management involves: of Human Resource Management?
A. treating all employees fairly. A. Research and Development System
B. planning the hiring process. B. Finance System
C. organizing employees into groups. C. Marketing System
D. using resources wisely. D. Transport System
2632. is a type of job training in which one is a systematic process of collecting

NARAYAN CHANGDER
2638.
employee teams up with another more ex- all information about the job for prepar-
perienced employee to learn a job. ing of job description and job specification
A. Mentoring meant to selection ofemployee, satisfac-
B. on-the-job-training tion in job, and motivation.
C. coaching A. Job Redesign
D. staffing B. Job Analysis
C. Job Recreation
2633. Induction is viewed as
D. Job Structure
A. Feel at home
B. Belongingness 2639. Only a few aspects of HRM require care-
C. Socializing process ful and discreetrecord keeping

D. All the above A. TRUE

B. FALSE
2634. Recruitment is the process of locating,
identifying and capableapplicants. 2640. Onboarding is a process that aims to
A. Hiring prepare employees for full participation in
the organization
B. Interviewing
A. True
C. Attracting
B. False
D. Training
2635. Emerson works at Lawn Ranger Land- 2641. A possible and desirable future state of
scaping as a mower and is paid a set rate an organization is called A. B.
for each lawn mowed. Emerson receives A. Vision
piecework compensation. B. Mission
A. True C. Strategy formulation
B. False D. Strategy implementation
2636. Which of the following can be the op-
2642. What concerns Argyris about Weber’s
tions for avoiding a shortage?
bureaucracy?
A. Overtime
A. Creating workers who have complete
B. Hiring new permanent employees control
C. Outsourcing B. Creating workers who have responsi-
D. Turnover reductions bility
E. Technology innovation C. Creating workers who have freedom

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1.1 HUMAN RESOURCE MANAGEMENT 287

D. Creating passive and dependent em- 2648. A type of training that identifies a man-
ployees ager’s strengths and weaknesses by inter-
viewing those who work closely with the

PRACTICE BOOK» NOT FOR SALE

2643. Culture will never be able to change. manager.
A. True A. Mentoring
B. False B. Executive coaching
C. Action learning
2644. All of the following are analyses used to
determine training needs EXCEPT a(n) D. Simulation training
A. organizational analysis 2649. Which means the same as human re-
B. consumer analysis sources
C. person analysis A. Personnel

D. task analysis B. Knowledge

C. People
2645. Which of the following is/are not true
D. skills
about the relationship between emotional
stability and job performance? E. people
A. It is moderate in size 2650. is the current minister of Human Re-
B. It is due, in part, to increased effort source development of India

C. It is due, in part, to coping with stress A. Dead Iranians

B. Rajnath Singh
D. It predicts job performance
C. Nirmala Sitharaman
E. All of the above are true
D. Ramesh Pokhriyal
2646. Companies like Ferrari are known as
because they carve out a market niche and 2651. What are the three conditions that need
compete by providing a product that cus- to exist for personnel management to gain
tomers can attain in no other way. acceptance and recognition?

A. market leaders A. Availability of qualified personnel ad-

ministrators, demonstration of capacity
B. visionaries to contribute to company’s objectives and
C. focusers goals, and top management convinced of
the need for personnel management
D. cost leaders
B. Government regularization and labor
2647. Skills which uses personal attributes laws, growth of labor unions, and influx of
that enable someone to interact effec- new concepts in management
tively and harmoniously with other people C. Training and developing personnel ad-
are known as what? ministrators, participation in public hear-
A. Soft Skills ings, and dissemination of information to
upgrade personnel management
B. Hard Skills
D. Recruitment and employment, wage
C. Transferable Skills and salary management, and benefits ad-
D. none of above ministration

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1.1 HUMAN RESOURCE MANAGEMENT 288

2652. What does ROI stand for? A. a written statement describing the
A. Return on Integrity working conditions, equipment used on
the job and the degree of supervision nec-
B. Result on Investment essary
C. Return on Invesment B. a written statement describing the em-
D. Return on Incentive ployee’s duties, and tasks and responsibil-
ities associated with the job
2653. When the interviewer judges the ap-
C. a written statement describing the key

NARAYAN CHANGDER
pearance of the candidates, it is the mis-
take of qualifications needed to perform a partic-
ular job in terms of education, skills and
A. candidate-order error experience
B. effect of personal characteristics D. none of the above.
C. first impression
2657. It is the set of individuals who make up
D. poor knowledge of the job
the workforce of an organization, business
2654. In closing the interview sector or an economy.

A. leave time to answer any questions A. Resources

from candidates B. Human being
B. put applicants at ease by greeting C. Function of HRM
them
D. Human Resources
C. know the duties and responsibilities of
the job 2658. Promotion is also known as?
D. ask the applicants questions A. Downward Movement
2655. What are possible reasons for resis- B. Vertical Movement
tance to change in the workplace?
C. Horizontal Movement
A. Fear of uncertainty
D. Upward Movement
B. Self-interest
C. Poor communication 2659. The minimum wages for Malaysia as de-
cided by the government are
D. All of the above
A. RM800 for peninsular/ RM800 for
2656. A job description is: Sabah & Sarawak
B. RM900 for peninsular/ RM900 for
Sabah & Sarawak
C. RM800 for peninsular/ RM900 for
Sabah & Sarawak
D. RM1200 for peninsular/ RM1100 for
Sabah & Sarawak

2660. measures the number of employees

that leave the firm with a year

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1.1 HUMAN RESOURCE MANAGEMENT 289

2664. What is the term that describes a com-

pany’s workforce value?

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A. Human resource planning
B. Human capital

A. labour assessment C. Job analysis

B. labour redundancies D. Workforce development

C. labour turnover 2665. What is the primary reason that firms

use e-learning?
D. workforce planning
A. employee requests
2661. What is Human Resource Management? B. cost savings
C. recruitment
D. ease of use

2666. Which term refers to searching for em-

ployees with qualifications?
A. meet the needs of personnel

A. is the utilization of employees to B. attract candidates with qualifications

achieve organizational objectives. C. recruitment
B. is a method to gather all people D. human resource management
needed for the event.
2667. The term used to describe the docu-
C. is the gathering of employees to have ment that details the ideal profile of a de-
a meeting sirable candidate including qualifications,
D. none of above skills and experiences desired is a person
specification.
2662. In-basket training is primarily used to A. True
train administrative assistants how to use
B. False
office equipment.
Explanation:The term used to describe the
A. False document that details the ideal profile of
B. True a desirable candidate including qualifica-
tions, skills and experiences desired is a
2663. In order for Finch’s wage increase to ac- person specification.
tually improve Finch’s purchasing power 2668. Some companies are reducing their costs
and standard of living, it must by contracting with outside companies to
A. be larger than the increase in the CPI. perform some human resources tasks.
B. be regulated through an escalator A. True
clause. B. False
C. be a cost of living adjustment.
2669. Which of the following imply the mean-
D. be based on merit. ing of HR strategy?

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1.1 HUMAN RESOURCE MANAGEMENT 290

A. A system of human resource practices 2674. CPIS means

for a particular job or collection of jobs A. communication personnel information
B. Aimed at the best employee perfor- systems
mance possible
B. computerized personal information
C. Serve to meet firm’s ultimate goals systems
D. Aimed at steady long-term employee C. computerized personnel information
performance possible systems

NARAYAN CHANGDER
E. Serve to meet the firm’s short-term D. Communication personal information
goals systems
2670. Below are the Human Resource Manage-
2675. Which of the following is the first step
ment Functions except:
in HR Planning?
A. Staffing
B. Safety and Health
C. Human Resource Development
D. Financial Stability

2671. Now that OpTech has implemented a

high-performance work system, the firm
is able to combine the talents of employ-
ees to quickly assign them to new assign- A. Internal Analysis of Jobs and People
ments. This demonstrates the competitive
advantage criterion ofbeing valuable. B. Forecasting
A. True C. Establishing Objective
B. False D. Scanning the External Environment

2672. Joe worked the following hours this 2676. In employee selection, the initial screen-
month:Week 1-25 hours; Week 2-40 ing consists of two stages. They are the:
hours; Week 3-15 hours; Week 4-10
A. employment application form and the
hours. If Joe is paid $12.15 per hour, how
preliminary interview
much did he earn this month?
B. preliminary and final interviews
A. $972.00
B. $1, 080.00 C. initial advertisement and the prelimi-
nary interview
C. $1, 093.00
D. employment application form and the
D. $1, 093.50 job description
2673. What is the main goal of management
2677. What is a job description?
according to Frederick W. Taylor?
A. Reduce production costs A. The process of identifying what a par-
ticular job entails
B. Increase worker productivity
B. A document which outlines the appli-
C. Increase company profits cant’s educational achievements, profes-
D. Improve employee well-being sional qualifications and skills

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1.1 HUMAN RESOURCE MANAGEMENT 291

C. A document that provides details of a

particular job

PRACTICE BOOK» NOT FOR SALE

D. A document that gives the profile of the
ideal candidate for a job

2678. The voluntary & Involuntary permanent

withdrawal from an organisation is called?
A. Turnover
B. Behaviour A. The problem may bleed over to other
C. Misbehaviour employees.
B. The organization does not fully benefit
D. None of the above
from the employee.
2679. Both paid leave and vacation represent C. The owner’s time is lost.
costs to employers, because employees D. All of these.
are paid while they are not working.
2683. What is/are the purpose/s of orienta-
A. true
tion?
B. false
A. Management decision
2680. The core concepts in strategic human re- B. Organizational effectiveness
source management are ( ) C. Social interaction
A. strategic fit D. Productivity enhancement
B. strategy formulation
2684. A huge part of business management is
C. strategic integration being able to manage people. In order to
do this successfully, managers need to be
D. strategy execution knowledgeable in a variety of HR topics.
Which one ISN’T an HR topic!
2681. A job specification is an explanation of
A. Human Resource Planning.
A. who manages the department where a
B. Recruitment and Selection.
job position is open.
C. Employee Development.&Performance
B. the responsibilities and tasks associ-
appraisal plus review.
ated with a job.
D. Compensation, promotion, incentives
C. where a job is located within the com- and benefits.&Separation and termina-
pany’s facility. tion.
D. the skills, knowledge, and characteris- E. Family matters in the person’s life.
tics required for a job.
2685. If an American company, operating in
2682. Which of the following represents the Sweden, expect all workers to adopt
impact of a poor employee on the function- American attitudes and norms in work, it
ing of a small business? is called a approach

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1.1 HUMAN RESOURCE MANAGEMENT 292

C. Individual’s personal choices and the

organizational climate
D. The organizational climate and his
manager’s choice

2690. Which of the following correctly de-

scribes the recruitment process?
A. geocentric
A. screening process and select qualified

NARAYAN CHANGDER
B. polycentric persons that the organization needs
C. ethnocentric B. The process by which job applicants
D. regiocentric are selected To get good personnel

2686. Promotion by merit uses qualifications C. Efficient consideration and screening

and performance as the basis for promo- of personnel selection
tion. D. The process of selecting personnel
A. TRUE with qualifications that match the needs
of management.
B. FALSE
2691. What is the main advantage of internal
2687. the fit sequence recruitment for a business?
A. JOP A. Brings in new skills and experience
B. OJP B. Requires extensive advertising
C. PJO C. Saves time and money
D. JPO D. Creates jealousy among workers
2688. Three pillars of HRM or the main func- 2692. What is the nature of Human Resource
tional areas of HRM are Management?
A. Competency Building, Commitment A. It focuses on helping people both pro-
Building, Culture Building fessionally and personally
B. Skills Development, Attitude Develop- B. It is limited to an organization’s single
ment and Knowledge Development division
C. Human Resource Development, Indus- C. It revolves around managing company
trial Relations and Human Resource Ad- finances
ministration
D. It is not essential for running a busi-
D. Recruitment, Skill development and ness
Retention
2693. Which of the following is not a dimen-
2689. Which are the two important factors on sion of Workforce diversity?
which empowerment depends?
A. Age
A. Individual’s personal choices and his
family choices B. Gender

B. Individual’s personal choices and his C. Communication

manager’s choice D. Culture

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1.1 HUMAN RESOURCE MANAGEMENT 293

2694. Industrious and hardworking personnel B. False

are already suitable qualifications in be-
2700. Grievance procedures are concerned
coming a personnel or human reseource

PRACTICE BOOK» NOT FOR SALE

with
manager.
A. periodic evaluation of employees
A. FALSE
B. training given
B. TRUE
C. unfair treatment of workers
2695. What can affect staff motivation? D. upgrading of employees’ positions
A. Work environment
2701. A comprehensive legal framework for
B. Managers employee rights which covers all aspects
C. Both managers and work environment of employing staff.
A. Modern Award Standards
D. none of above B. Fair Work Ombudsman
2696. Name one external environmental fac- C. Racial Discrimination Act 1975
tor that can impact human resource man- D. Fair Work Act 2009
agement.
2702. What is a common method for promot-
A. Political stability ing teamwork in the workplace?
B. Weather conditions A. Encouraging competition between em-
C. Economic conditions ployees
D. Social media trends B. Implementing team building activities
C. Isolating departments
2697. Which of the following is defined as get-
ting goods or services from an outside sup- D. Discouraging communication
plier? tags130.110
A. Off shoring 2703. Which of the following was the term
B. Outsourcing used for organising people in organisa-
tions before Human Resource Manage-
C. Employee involvement
ment
D. Strategic planning A. Personnel Management
2698. Bad physical environmental factors can B. Services Industry
have an impact on: C. Marketing
A. Increased focus and concentration D. Factory Workers
B. Decreased work security and safety
2704. For forecasting the supply of human
C. Increased job satisfaction resources within an organization, com-
D. Increased work morale monly used methods include:Markov anal-
ysis, file data analysis
2699. True or False:Base wages are an im-
A. trend analysis
portant way to recognize differences be-
tween individuals performing the same B. manager succession model
job, such as differences in performance. C. Delphi method
A. True D. regression prediction method

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1.1 HUMAN RESOURCE MANAGEMENT 294

2705. Fakir is the IT functional Manager. 2708. Collective bargaining:

Shelly is the Project Manager. One of the A. refers to the actions taken by a group
developers that Fakir supplied that lacks that collectively boycotts a product
the knowledge needed for the project.
Fakir and Shelly meet and determine that B. is the process of negotiating labor
a training class will close the skill gap, but agreements
there is a question as to who should pay C. describes the grievance procedure in
for it. How should they resolve it? labor agreements

NARAYAN CHANGDER
A. They should escalate the conflict to se- D. describes the procedure used to get
nior management an employer to settle a dispute in favor of
the employees
B. Fakir’s department should pay for the
training 2709. When two or more part-time employees
C. Shelly’s project should pay for the share one full-time job.
training A. Job Description
D. They should seek a compromise B. Flex Time Planning
C. Job Sharing
2706. Which of the following benefits has not
been provided under the Employee’s State D. Job Specification
Insurance Act, of 1948?
2710. What is the first stage of preparing for
A. Sickness Benefit a job interview?
B. Unemployment Allowance A. Set a deadline for the advertisement
to run and when interviews should take
C. Children’s Allowance
place
D. Disablement Benefit
B. Prepare the Job Specification and Re-
quirements
2707. Which of the following is NOT an activ-
ity that falls under Human Resource Man- C. Contact the applicants and arrange a
agement (HRM)? first interview date
D. Send out the advertisement via a vari-
ety of channels

2711. What is the Training delivery system for

online instruction?
A. e-learning
B. internships
A. The development of the company’s C. role playing
competitiveness D. programmed instruction
B. The development of the corporate vi-
2712. If Taylor groups jobs in the organiza-
sion
tion according to a series of predetermined
C. The development of personal skills wage grades, which system of job evalua-
D. Compliance with the legislative frame- tion is Taylor using?
work A. Hay profile method

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1.1 HUMAN RESOURCE MANAGEMENT 295

B. Job ranking 2717. Human resource management is both-

C. Factor comparison and-

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D. Job classification A. Science and art

2713. What is an amount paid for a job posi- B. Theory and practice
tion stated on an annual basis? C. History and Geography
A. salary
D. None of the above
B. wages
C. benefits 2718. Which factors of the following are in-
D. bonus cluded to describe human capital?

2714. Which of the following is an essential A. training

prerequisite of MBO? B. personal relationships
A. Joint goal-setting
C. intelligence
B. Mid-term review
D. insight
C. Developing reviews
D. All of the above E. society expectations

2715. When people think that the ratio of their 2719. Which of the following is not part of a
own reward to labor is equal to the ratio benefits package?
of other people’s reward to labor. This
will have a greater motivating effect. This A. cash
theory is called B. insurance
A. equity theory
C. retirement plan
B. utility theory
D. paid time off
C. factor theory
D. reinforcement theory 2720. Explain the importance of training and
development in an organization.
2716. refers to using external providers
for certain non-core activities A. Training and development are unnec-
essary expenses for the organization
B. Training and development only benefit
individual employees, not the company as
a whole
C. Training and development are impor-
tant in an organization as they help im-
prove employee skills, increase productiv-
ity, boost morale, and contribute to the
A. offshoring overall growth and success of the com-
B. flexible work patterns pany.
C. outsourcing D. Training and development have no im-
D. re-shoring pact on employee skills or productivity

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1.1 HUMAN RESOURCE MANAGEMENT 296

2721. Which of the following pieces of legisla- 2726. Nepotism is

tion greatly improved the communication A. hiring children and young persons
of employee benefits information?
B. discrimination in recruitment and se-
A. Employee Retirement Income Security lection
Act
C. hiring family members or close friends
B. Social Security Act
D. hiring foreigners for a job
C. Old Age, Survivors, and Disability In-
2727. Development is an initiative taken by

NARAYAN CHANGDER
surance Act
the management
D. Consolidated Omnibus Budget Recon-
ciliation Act A. Yes
B. No
2722. How many steps does a training process
have? C. Maybe
A. 3 D. I don’t know
B. 4 2728. The process of allocating workers to
C. 5 suitable positions in an organisation is
called:
D. 6
A. Deployment
2723. Organisations reward their personnel in B. Promotion
all the following ways except
C. Recruitment
A. by paying salaries late
D. Induction
B. by promoting workers
C. by training workers 2729. Determine whether HR has a role to
play in helping businesses means:
D. none of above
A. Determine whether there is a need of
2724. These are the labor force example ex- manpower to act
cept B. Determine whether there is a surplus
A. Jobstreet of manpower to act
B. The Linken’d C. Determine whether there is a short-
age of manpower to act
C. Myhome
D. Determine whether there is no need
D. Myfuturejobs
for manpower to act
2725. which statement is correct
2730. Technology has changed the role of or-
A. Equitable compensation for the every ganization human resource EXCEPT
level A. Decrease attention in the preparation
B. Equitable compensation for the same of services with added value characteris-
level tics to employees and management
C. Equitable compensation for the some B. Internet use has changed the way hu-
level man resource practitioners work
D. Equitable compensation for the any C. Not all employees and manager can ac-
level cept changes and use this new technology

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1.1 HUMAN RESOURCE MANAGEMENT 297

D. Technology has also changed the way 2736. Which one of the following provides a
human resource professionals run their summary of a firm’s intended direction and
business and communication with employ- shows, in broad terms, “what we want to

PRACTICE BOOK» NOT FOR SALE

ees become”?
A. mission statement
2731. What should be the strategy of HRM?
B. strategic plan
A. Making the long-term and short-term
planning. C. marketing plan
B. Planning the optimum level of man- D. vision statement
power. 2737. Tick all the internal sources of recruit-
C. Introducing training programes to per- ment.
sonnel A. Promotion
D. All of the above B. Transfer
2732. .... refers to the legal agreement be- C. Placement agencies
tween an employer and employee D. Ex employee size
A. contract of engagement 2738. Personnel of human resource manage-
B. contract of employment ment is a relatively new field i the Philip-
pines.
C. contract of working conditions
A. TRUE
D. contract of job description
B. FALSE
2733. Wholly owned subsidiary in interna-
2739. A plan that shows how the various jobs
tional business, a foreign branch owned
in a company relate to one another is a:
fully by the home country.
A. benefit
A. True
B. delegate
B. False
C. organizational structure
2734. Which one is NOT an action that a trade D. job analysis
union could do during a dispute with an em-
ployer? 2740. What can companies do to increase em-
ployee job satisfaction?
A. Go slow
A. Implement longer working hours
B. Work-to-rule
B. Offers opportunities for career devel-
C. Strike action opment
D. Monopoly a business C. Reducing employee salaries
2735. Medieval Ages is best characterized as D. Tighten workplace rules
2741. development is
A. guild system A. long term
B. factory system B. short term
C. Scientific management C. job specific
D. Human relations era D. none of above

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1.1 HUMAN RESOURCE MANAGEMENT 298

2742. Characteristics of a population A. organization chart

A. EEOC B. process chart
B. Stereotypes C. employee matrix
C. Diversity D. corporate overview
D. Demographics 2748. Which of the following is a method of
2743. What is the purpose of a job analysis in collecting information for job analysis?

NARAYAN CHANGDER
the recruitment process? A. Questionnaire method
A. To set wages and salaries for the em- B. Ratio Analysis
ployees C. Adaptation model
B. To conduct interviews with prospec- D. Trend Analysis
tive candidates
C. To identify and record the tasks and re- 2749. Whose responsibility is it to provide em-
sponsibilities relating to the job ployee facilities?

D. To advertise the job vacancy in news- A. Employer

papers B. Employee

2744. How can work stress affect physical 2750. Which of the following is NOT the rea-
health? son why a company conducts a perfor-
A. Improves the immune system mance appraisal?

B. Increases the risk of sleep disorders A. “I can make decisions easier with per-
formance appraisal because it helps me to
C. Lowers blood pressure evaluate each staff’s strengths and weak-
D. Increase energy levels nesses.” Abu Bakar Jamaluddin, GM Top
Glove Corporation Berhad
2745. Demand for human resources and man-
B. During a performance appraisal, we
agement is created by
ask each candidate to explain why we
A. Expansion of industry should hire them. This allows us to evalu-
B. Shortage of labor ate their motivation and find a match with
the job requirement.” Jacinta Rozario,
C. Abundance of capital
HRM, Petronas
D. none of above
C. I see performance appraisal as a
2746. .... is the termination of an employee unique platform of communication be-
contract due to incompetence cause finally, we discuss the staff them-
selves and not just about the company.”
A. outsourcing
Nila Subramaniam, Sales Director, Man-
B. redundancy darin Oriental Hotel
C. dismissal D. Performance appraisal assessment
D. shortlisting enables me to develop a clearer future
path and career goals. This gives me
2747. Which one of the following indicates the some sort of motivation to be a better
division of work within a firm and the lines staff in the future!”. Jonathan Sim, Offi-
of authority and communication? cer, Maybank

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1.1 HUMAN RESOURCE MANAGEMENT 299

2751. The definition of lenient is someone who D. Protect employees from dangerous
is not strict or a punishment that is not machinery, safety clothing and equipment,
severe. An example of something that hygiene conditions, and medical aid

PRACTICE BOOK» NOT FOR SALE

would be described as lenient is
2755. Directing is one of the important func-
A. a jail sentence of one day for armed tions of HRM which comes under
robbery.
A. managerial function
B. A Storekeeper not calling the police on
a Shoplifter. B. operative function
C. A manager not firing an employee af- C. technical function
ter catching him/her constantly on Social D. behavioral function
Media unrelated to work
D. All answers are correct 2756. What is Human resource Management
A. People Management
2752. The major concern to those in HRM ef-
fecting from technological changes are be- B. Financial management
low except C. Accounting Management
A. employee will left behind the rapid D. Marketing management
changes
2757. The process of enhancing the skills, the
B. only skills individual will be recruiting
capabilities and the knowledge of the em-
C. retraining of the current workforce for ployees.
other jobs
A. Organizational Analysis
D. using only current technology for a
B. Training needs Assessments
long time
C. Training
2753. is described as evaluating employ-
ees’ relative to their performance stan- D. Readiness
dards 2758. What does Strategic HRM practices in-
A. Job analysis/actual performanceper- clude?
formance A. Analysis and design of work
B. Job analysis/purpose
B. HR planning
C. Performance appraisal/purpose
C. Compensation
D. Performance appraisal/actual perfor-
D. Performance management
mance
E. Recruitment
2754. What is the main purpose of health and
safety laws in the workplace? 2759. High levels of home ownership mean
A. Require businesses to treat their em- that workers are reluctant to pay the cost
ployees equally in the workplace and in time and money of arranging a house
when being recruited and selected sale and purchase in another region. 2.
High skill levels in one occupation may
B. Set wages and salaries for the employ- mean that workers are not equipped to
ees deal with machines, processes and tech-
C. Ensure there is some production from nologies in other industries and occupa-
worker whilst they are training tions.This is the definition of?

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1.1 HUMAN RESOURCE MANAGEMENT 300

A. Factors influencing Organizational 2764. job analysis is also known as

Structure
A. job design
B. Effect of demographic change in labor
B. job performance
supply:Net Migration
C. Reasons for relatively low immobility C. work design
of labor in developed countries: D. work analysis
D. Advantages of Hierarchical Organiza-
2765. Which of the following is not a part of

NARAYAN CHANGDER
tional Structure
National Employment Standards (NES) un-
2760. A is a formal complaint, by an em- der the Fair Work Act 2009?
ployee or by the union that management A. Flexible working arrangements
has violated some part of the contract.
B. Hours of work
A. Arbitration
C. Promotion
B. Grievance
D. Maternity leave
C. Conflict resolution
D. Contract 2766. What are some common types of com-
pensation and benefits?
2761. What psychological theory involves Self
Actualization A. Weekly pizza parties, on-site daycare,
and unlimited sick days
A. Scientific
B. Unlimited vacation days, pet insur-
B. Classical
ance, and daily massages
C. Hawthorne
C. Health insurance, retirement plans,
D. Maslow paid time off, bonuses, and stock options.

2762. How can employees increase their level D. Free snacks, gym membership, and
of responsibility in a company? company car
A. Increasing their salaries 2767. A department manager develops an in-
B. Hiring more contingent workers struction manual for one of the company’s
job positions.
C. Promotion
D. all of the above A. Staffing
B. Compensation and Benefits
2763. Which one of the following is a cost of
high staff turnover? C. Training and Development
A. time and money spent on recruiting. D. Compliance
B. loss of production as workers take E. Employee Relations
‘sickies’.
2768. Performance appraisal and performance
C. development of an effective grievance
management are same concepts
procedure.
A. True
D. increased industrial disputes as work-
ers become dissatisfied. B. False

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1.1 HUMAN RESOURCE MANAGEMENT 301

2769. Which of the following is NOT a role of C. To make the information from the ap-
production and distribution in a company? plicants standardized and comparable

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A. Facilities D. To know the communication skill of the
B. Processing applicants

C. Marketing 2775. The content of Job description involves?

D. People A. Job title, conditions of work

2770. Human Resources can solve the issue of B. Educational Qualification, Skills
the low loyalty on its own. C. Both a and b
A. TRUE D. None of these
B. FALSE
2776. Maslow’s hierarchy of needs ranks
2771. It measures the learning, understanding, needs
and ability to solve problems. A. in order of expense
A. Integrity Testing B. in order of importance
B. Physical Ability Testing C. in order of things we love
C. Personality Testing D. in order of profit potential
D. Cognitive Ability Testing
2777. Personnel Management is system of
2772. One way that companies can im- Manpower Management
prove quality of the products/services A. Conventional
is through competing for the Malcolm
Baldrige National Quality Award or B. Autonomous

A. Balanced scorecard 2778. Adding employees to the payroll is

B. Company legislation costly for a business.
C. ISO 9000:2015 A. true
D. Organizational Culture B. false

2773. Discrimination in employment causes 2779. HR professionals should focus on the

people to be needs of management only.
A. Happy to continue work A. True
B. Comfortable with work environment B. False
C. Lazy to work 2780. Employees can derive satisfaction from
D. Denied and confined to certain job their work through the following non-
financial factors
2774. Why company is requiring applicants to
A. working conditions
fill in the application form?
B. Disciplined manager
A. To decide on the best candidates
B. To know the skill possessed by the ap- C. Friendly Coworkers
plicants D. Strict policy

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1.1 HUMAN RESOURCE MANAGEMENT 302

2781. How many steps in organizing a training B. Interrelated Physiological, Psychologi-

programme cal and Socio-ethical aspects of human be-
A. 4 ing.

B. 5 C. The entire concept of human behaviour

C. 6 D. None of the above.

D. 8 2787. Holidays, Sick leave, Bonuses, Tuition

reimbursement, Company car

NARAYAN CHANGDER
2782. Which of these is a hindrance to effec-
tive training? A. Staffing
A. Career planning workshop B. Workplace Policies
B. Aggregate spending on training is inad- C. Compensation and Benefits
equate
D. Retention
C. Mentoring
E. Training and Development
D. Career counselling
2788. Which three of the following are in-
2783. Air-Asia advertised in Job Street to at-
cluded in importance of employees coun-
tract potential candidates to apply jobs in
selling?
the company. This is referring to
A. Provides reassurance to employees.
A. recruitment
B. selection B. Focus on the problem, not the person.

C. HR planning C. Helps in winning the trust of the em-

ployees.
D. interview
D. Helps in releasing full potential of the
2784. the basic managerial skills are employees.
A. co supervise
2789. HR Roles are:(Select multiple if neces-
B. to stimulate sary)
C. to motivate A. Administrative
D. all of the above B. Operative
2785. Human resources are obtained in the C. Accountactive
population.
D. Strategic
A. knowledge, skills,
B. creative abilities, talents 2790. Cell phone and Dress Code

C. attitudes A. Staffing

D. all of these B. Workplace Policies

C. Compensation and Benefits
2786. What is human factor?
D. Retention
A. Micro and macro issues of socioeco-
nomic factor. E. Training and Development

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1.1 HUMAN RESOURCE MANAGEMENT 303

2791. This law was passed to promote the em- A. True

ployment of people over the age of 40
B. False
based on their ability rather than their

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Explanation:The term is job analysis
age.
A. Fair Labor Standards Act of 1938 2796. Horton Consulting is considering invest-
B. Age Discrimination in Employment Act ing in a video conferencing system. How
of 1967 would the firm primarily benefit from such
a system?
C. Americans with Disabilities Act of
1990 A. saving time and money traveling to
meetings
D. Civil Rights Act of 1964
B. eliminating the need for costly soft-
2792. A legal doctrine that states that an em- ware upgrades
ployer can fire an employee for any reason
at any time C. minimizing the time it takes to train
employees
A. Employment at will
D. providing variety to employees
B. Retirement plan through job rotation
C. 401 (K) plan
D. Termination 2797. Which of the following is a human re-
source?
2793. It consists of qualitatively and quanti- A. Food
tatively measuring the employee’s perfor-
mance on the tasks and responsibilities set B. Clothes
forth in the job description. C. Intelligence
A. Appraisal D. Shelter
B. Training
2798. The HR profession does not deal with
C. Termination
inanimate objects.
D. Recruitment
A. True
2794. The theory of justice explains that there
B. False
is a balance between their contribution
to work and the benefits they get from 2799. Autocratic leadership would be suitable
it with comparable contributions and in
(comparison others)
A. an organization where all the employ-
A. The advantage over others
ees are experienced and knowledgeable.
B. Incentives received
B. a situation where a decision has to be
C. Wages received taken urgently.
D. Accepted facilities C. a business which sells popcorns.
2795. The term used to describe the process of D. none of above
scrutinising various roles and responsibili-
ties of a job prior to recruitment is market 2800. refers to the process of evaluating
analysis. the performance of an employee

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1.1 HUMAN RESOURCE MANAGEMENT 304

2804. The term HRDF stands for

A. mentoring

NARAYAN CHANGDER
B. appraisal
C. training
D. induction A. Human Resource Development Fi-
2801. What is meant by scientific manage- nance
ment according to Frederick W. Taylor? B. Human Resource Developing Fund
A. A management approach that focuses C. Human Resource Development Fund
on human needs
D. Human Resource Discretion Finance
B. A management approach that focuses
on efficiency and productivity 2805. Which of the following can be the op-
tions for reducing a surplus?
C. A management approach that focuses
on innovation and creativity A. Hiring freeze
D. A management approach that focuses B. Natural attrition
on fairness and equality
C. Retraining
2802. What role does the strategic role of hu- D. Demotions
man resource management play?
E. Late retirement
A. Linking human resource strategy with
organizational mission 2806. personnel manager collects and main-
B. Managing most HR activities in keep- tains information concerned with the staff
ing with organizational strategy of the organization

C. Focusing on clerical administration A. Personnel Planning and Evaluation

and record keeping B. Record Keeping
D. Policing policy and procedure C. Maintaining Good Industrial Relation
2803. A problem with creating team incentive D. Development of Personnel
plans is that
2807. What is the purpose of workforce plan-
A. they encourage negativity rather than ning for a business?
cooperative behavior
A. Establishing the workforce needed by
B. not all teams are created alike the business for the foreseeable future in
C. they don’t enable employees to share terms of the number and skills of employ-
efficiency gains. ees required
D. they pay only when agreed-upon stan- B. Reducing the wages and salaries of
dards are met or exceeded. the employees

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1.1 HUMAN RESOURCE MANAGEMENT 305

C. Conducting interviews with prospec- B. Job enrichment

tive candidates C. Job description

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D. Advertising job vacancies in newspa- D. Job specification
pers
2813. Which of these IS one of the four steps
2808. What would a pension plan would be an in selecting the right candidate for a job?
example of? (Can select more than one answer if you
A. Fringe benefit dare )

B. Bonus check A. Compensation

B. Application
C. Commission
C. Interview
D. Profit-sharing plan
D. Testing /Screening
2809. In , an experienced manager shows E. Resume
new employees how to do the job
2814. A group of people who perform interde-
A. workplace training
pendent tasks to work toward accomplish-
B. Classroom training ing a common mission or specific objective.
C. Orientation training A. Team
D. Training at the company’s university B. Creativity
C. Leadership
2810. Final solution offered in case of short-
age of manpower: D. None of the above
A. Outsourcing 2815. What alternative solution is mentioned
B. Employment of temporary staff by the employer?
C. Overtime A. Immediate compensation
B. Investing in workplace safety mea-
D. Recruitment
sures
E. Technology innovation
C. Ignoring the pollution issues
2811. Promotion- D. Relocating the indigenous people
A. Is advancing an employee within their 2816. What is it to let others share workloads
career field. and responsibilities?
B. Is descending an employee within A. delegate
their career field.
B. profit sharing
C. Is ranking an employee out of a num-
C. freelancers
ber scale.
D. chain of command
D. Is rewarding an employee with a sin-
gle cash opportunity. 2817. How many HRM functions?
A. 4
2812. A written statement of the human qual-
ification, education and experience needed B. 5
to perform a job is referred to as C. 6
A. Job design D. 7

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1.1 HUMAN RESOURCE MANAGEMENT 306

2818. What does the talent management func- B. Pay inversion

tional area of HR management involve? C. Skill-based pay
A. Recruitment, talent acquisition, selec- D. Pay-for-knowledge
tion, onboarding
B. Performance appraisal, improvement, 2823. The cardinal rule when administering in-
intervention centive plans is for managers to combine
thorough planning with
C. Compensation, benefits, recognition,
A. the approval of employees

NARAYAN CHANGDER
work life effectiveness
D. Employee safety, security, workers B. no limits on rewarding exceptional per-
compensation formance
C. allowing incentive payments to eventu-
2819. On-the-job training is the least common
ally become pay guarantees
means of facilitating learning at the work-
place and therefore the most poorly imple- D. a “proceed with caution” approach.
mented.
2824. In contrast to his or her southern coun-
A. True terpart, the stereotypical U.S. northern
B. False manager islikely to be
A. laid back and interested in relationship
2820. If Human Resource Management is over-
building.
looked by companies(especially start ups)
a lot of damage can be done. What are B. impolite and impatient for results.
some examples of this? C. concerned about gender differences.
A. Work environment provides no motiva- D. concerned about conducting business
tion or incentive for productivity. ethically.
B. Employees will not feel valued.
2825. is the process of forecasting an or-
C. Employees won’t have many opportu- ganisation’s future demand for, and sup-
nities. ply of, the right type of people in the right
D. Employees work shorter hours. number.
E. Employees work longer hours. A. Human Resource Planning
B. Recruitments
2821. The following are Human Resource Spe-
cialties EXCEPT C. Human Resource Management
A. Job Analysts D. Human Capital Management
B. Training Specialists 2826. Which of the following are duties of a
C. Recruiters clerk in the HR office
D. Sales Representatives A. Arranging for employees to receive
their pay on time
2822. After you completed a Chinese language
speaking course, you received a special B. Preparing for interviews
pay for this. What kind of payment cri- C. Attending to staff welfare
teria this company uses? D. Maintaining a database of personnel
A. Pay compression records

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1.1 HUMAN RESOURCE MANAGEMENT 307

2827. A measure of how many people leave a 2832. What is not part of Maslow’s Hierarchy
business over a given period of time. It is of Needs
usually expressed as a percentage of the

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A. Money
total labour force
B. Food
A. Output per worker
C. Safety
B. Labor turnover
D. Love
C. Recruitment
D. Job Rotation 2833. Which of the following is the equity
modes of foreign operation?
2828. and extremely important as
they will have a direct impact on how your A. Franchising
employees perceive the organization. B. Subsidiaries
A. Artificial Intelligence and digital HRM C. Management Contracts
B. Robotics and digital HRM D. Licensing
C. Robotics and technology
2834. Once a union is certified, an employer
D. Robotics and artificial intelligence is obligated to begin negotiations leading
toward a labor agreement.
2829. Which of the following is NOT a common
goal of a strategic compensation policy? A. True
A. To reward employees’ past perfor- B. False
mance
2835. Which of the following levels of man-
B. To mesh employees’ past performance agement is responsible for assigning tasks
with organizational goals to employees and ensuring quality?
C. To remain competitive in the labor mar-
A. supervisory-level
ket
B. administrative-level
D. To attract new employees
C. executive-level
2830. Which of the following is a compliance
D. middle-level
issue:
A. Minimum wage 2836. A(n) structure is a plan that shows
B. Conflict mediation how the various jobs in a company relate
to one another.
C. Carpool organization
A. chart
D. Performance management
B. balance sheet
2831. In the approach, the auditors check
C. organizational
the performance of HR personnel against
the goals set by the top management. D. job
A. Strategic 2837. Pay plans in Japan tend to focus on in-
B. MBO dividual performance and achievement.
C. Comparative A. True
D. Objective B. False

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1.1 HUMAN RESOURCE MANAGEMENT 308

2838. is a method of understanding and

helping individuals who have technical,
personal and emotional adjustment prob-
lems interfering with their work perfor-
mance.
A. Potential appraisal.
B. Performance appraisal.

NARAYAN CHANGDER
C. Employees counselling.
D. None of the above. A. hiring

2839. Individual who make up the workforce B. inspiring

of an organization. C. managing
A. Human Resource Manager D. all of these
B. Human Resource Management 2844. What should be done in Planning pay &
C. Human Resource Development benefits?
D. Ministry of Human Resource A. Extensive record keepingand report-
ing
2840. Personnel is a another name for B. Decide how much to offer in salaryand
A. human resources wages
B. job applicants C. Decide which benefits to offer andhow
much of the cost willbe shared by employ-
C. newly hired workers
ees
D. temporary employees
D. Systems for keeping trackof employ-
2841. Large retail chains can coordinate their ees’ earningsand benefits
buying and selling activities by: E. Decide how much to offer inbonuses,
A. reducing turnover in sales associates commissions, andother performance-
relatedpay
B. eliminating the information systems
C. assigning employees to coordinating 2845. As human resource management is de-
roles veloping in a strategic direction, it is the
most developed in the field of human re-
D. decentralizing the buying decisions source management.
E. increasing loss prevention efforts A. human resource planing
2842. Teamwork remains the one sustain- B. Human resources cost management
able competitive advantage that has been C. Human Resource Development
largely untapped
D. Human Resources Performance Man-
A. TRUE agement
B. FALSE
2846. What material did the two handsome
2843. Human resource management includes presenters present yesterday?
the employees. A. HRM and Motivation

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1.1 HUMAN RESOURCE MANAGEMENT 309

B. MDSM and Motivation A. Leen can do regular weekly mentoring

C. MSDM only and coaching session with Chris on the
role of a Manager and determine the ar-

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D. Nothing is true
eas of concern in Sales as well as the ac-
2847. General Electric employs more than 30, tivities that are effectively done by the De-
000 people in appliance factories in Mex- partment to ensure consistency of perfor-
ico, and is now shifting some of its engi- mance and achieve the desired company
neering work to that country, as well as and individual goals.
to India, Brazil, and Turkey. This can be a
B. Chris can be enrolled in Leadership De-
good example for ?
velopmental Program to enhance his skills
A. Exporting ideas in people management, business acumen
B. HRM and strategic business management
C. Selecting C. Chris can be the POC for some of the
D. Outsourcing critical accounts that needs monitoring
and management to assess his capability
2848. In calculating the firm’s training costs, to decide on major issues and be account-
VirtualCorp was able to easily account for able for such decision
the direct costs of the programs. The calcu-
lations were somewhat misleading, how- D. Chris should attend project meetings
ever, because they left out the indirect with different departments to be able to
costs associated with learn how to collaborate and resolve con-
cerns in the organization regarding a par-
A. lost productivity
ticular project.
B. employee travel
C. trainers’ salaries. 2850. Outsourcing of HR-related services has
D. meeting site fees grown over the past decade because it is
associated with cost reductions, and be-
2849. Chris has been with the company for cause it increases the ability of HR to focus
5 years and he is a consistent top Sales on transactional objectives.
Agent. Chris also teaches her colleagues
how to get the right clients and be able A. True
to close the deal and achieve their sales
B. False
target. Chris is also doing the training
of newly hired Sales Agent to ensure that
they understand the role and can pass the 2851. Which of the following describes one of
probation after 6 months. Chris is also as- the most significant demographic trends
signed to collaborative projects with the facing the U.S. workforce?
Operations to sell the non-moving items A. increased number of aging workers
from the warehouse. Leen, the Sales Di-
rector would like Chris to be promoted but B. decreased number of contingent work-
she needs to ensure that Chris will undergo ers
the appropriate training and development C. increased number of blue-collar work-
program needed for Chris to succeed as a ers
Sales Manager. What are the developmen-
tal approaches Chris can undergo to ensure D. decreased number of bilingual work-
he will succeed in the new role? ers

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1.1 HUMAN RESOURCE MANAGEMENT 310

2852. What is/are the job analysis C. Employee Empowerment

method/s? D. Organization Chart
A. Interview
2856. Describe the impact of emotional intelli-
B. Selling gence on leadership effectiveness.
C. Observation A. Emotional intelligence can positively
D. Deciding impact leadership effectiveness by help-
ing leaders to understand and man-
2853. You are the hiring manager for a grow-

NARAYAN CHANGDER
age emotions, build strong relationships,
ing company and need to recruit a new make better decisions, and effectively
staff member for a critical role. The manage conflicts.
position requires both technical exper-
tise and strong interpersonal skills to col- B. Emotional intelligence only impacts
laborate effectively with various teams. leadership effectiveness in a negative
Which recruitment strategy aligns best way
with the principles of human resource man- C. Emotional intelligence has no impact
agement? on leadership effectiveness
A. Rely solely on a traditional job posting D. Leadership effectiveness is not af-
on the company’s website and wait for ap- fected by emotional intelligence
plications to come in
2857. is part of the recruitment process
B. Utilize a combination of online job
that involves investigating the
boards, social media platforms, and pro-
fessional networks to advertise the posi- A. outsourcing
tion B. head-hunting
C. Delegate the recruitment process en- C. job analysis
tirely to a recruitment agency without any
D. motivation
involvement from the internal HR team
D. Only consider internal referrals and 2858. Continuous improvement programs in
recommendations from existing employ- organizations primarily focus on:
ees for the position. A. Maintaining the status quo
2854. The extent to which a performance mea- B. Short-term profitability
sure assesses all the relevant and only the C. Customer-oriented quality and produc-
relevant aspects of job performance tivity
A. Reliability D. Employee isolation and exclusion
B. Generalizability
2859. Which of the following are terms we
C. Utility will use in HRM and HRD
D. Validity A. Training
2855. Means that no employee reports to B. Announcement
more than one supervisor at a time or for C. Strategic
a particular task.
D. Behaviour
A. Accountability Explanation:Training and the Behaviour of
B. Unity of Command Employees are all aspects of Strategic

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1.1 HUMAN RESOURCE MANAGEMENT 311

HRM and HRD.Although many company work, remuneration package and duties at
anouncements may be made-they may not work?
relate to HRM

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A. Job description
2860. What are the career options for the Per- B. Job analysis
sonnel Manager?
C. Application form
A. College Professor
D. Contract of employment
B. All of the above
C. Vice President of the Company 2866. Sandwich method in providing feed-
backs means
D. Politician
A. Treating your employee with good re-
2861. Knowledge development in high- freshment
performance work systems depends on
information sharing. B. Discussing good points first and then
going on to issues where improvement
A. True may be needed. Ending with positive
B. False points

2862. The personnel involved in different ac- C. Trying to get employees to suggest
tivities of an organization. their own solutions

A. Human Resource Department D. Providing your solution to an existing

issue
B. Human Resource Manager
C. Human Resource Management 2867. How can organizations ensure that their
training programs are effective for em-
D. Human Resources
ployees?
2863. Preparing a business plan includes the A. Regularly assessing training needs,
following process except providing engaging content, offering prac-
A. Screening the idea tice and feedback, and evaluating effec-
B. Conducting a feasibility analysis tiveness

C. Operates the business B. Ignoring employee feedback and sug-

gestions
D. Distributing the purchase intention
survey C. Not evaluating the effectiveness of the
training program
2864. Which of the following is NOT a function
D. Providing outdated and irrelevant con-
of human resource management?
tent
A. Compensation
B. Labor Relations 2868. Crumbl having minors work long hours
is illegal under
C. Retirement
A. Fair Labor Standards Act
D. Finance
B. Occupational Safety and Health Act
2865. Which of the following documents
C. Pregnancy Discrimination Act
would contain information about holiday
entitlement, hours of work, place of D. Family and Medical Leave Act

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1.1 HUMAN RESOURCE MANAGEMENT 312

2869. The actual achievements compared with 2873. HR Builds Strong Relationships with Em-
the objectives of the job is ployees
A. Job Performance A. TRUE
B. Job evaluation B. FALSE
C. Job description 2874. Which of the following is the final stage
D. Job description of the recruitment plan?
A. Job specification

NARAYAN CHANGDER
2870. Identify the person shown in the picture
B. Job advertisement
C. Job training
D. Job evaluation
2875. Everyone must retire at age 65, so
there are plenty of jobs for younger people

A. True
A. Douglas McGregor B. False
B. Elton Mayo C. Who Cares?
C. F.W.Taylor D. none of above
D. Abraham Maslow 2876. The historical rule of the HRM is

2871. The Age Discrimination in Employment A. One HR person for 100 employees
Act of 1967 was enacted to promote em- B. One HR person for 50 employees
ployment of persons based on ability not C. One HR person for 25 employees
their age.
D. One HR person for 10 employees
A. True
2877. Which is not correct?
B. False
A. Strategic human resource manage-
2872. Which is an example of an ethical ment uses two tools:human resource poli-
dilemma that human resources managers cies and human resource practices.
may encounter? B. The ultimate goal of strategic human
A. hiring a friend or a family member resource management is to achieve the
strategic aims of company
B. promoting a qualified employee
C. Strategic human resource manage-
C. recruiting job candidates ment aims to increase employee compe-
D. developing an employee pay scale tencies and promote positive behaviors

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1.1 HUMAN RESOURCE MANAGEMENT 313

D. Strategic human resource manage- 2882. When implementing a high-performance

ment is the process of identifying and exe- work system, a process audit would be
cuting the organization’s strategic plan by part of which step?

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matching the company’s capabilities with A. Engage stakeholders
the demands of its environment
B. Build a case for change
2878. This nominal construction can be inter- C. Communication
preted as
D. Evaluate/sustain
2883. Human resource management is essen-
tial to the each employees success and not
just of the company itself.
A. TRUE
B. FALSE
A. focused growth C. NOT SURE
B. increasing attention D. none of above

C. growing attention 2884. Directing and controlling do not mean

barking an order to subordinateIt is the
D. none of above
manner a directive is done that hurts the
2879. SHRM deals with sensibilities of a subordinates and causes
friction in labor management relations.
A. people This is an example of
B. customer A. Just share in fruits of production
C. profit B. Management Prerogatives vs labor re-
D. all the above lations
C. Manner by which hierarchical de-
2880. the systematic process of determining mands are made or executed
the various skills, obligations and knowl-
D. none of above
edge needed to carry out work in an orga-
nization, is the meaning of 2885. What is the definition of Person-
A. Product development nel/Human Resource Management accord-
ing to the text?
B. Financial management
A. The function of management con-
C. Digital marketing cerned with promoting and enhancing the
D. Job analysis development of work effectiveness and
advancement of the human resources in
2881. The amount employees are paid in the organization
money and benefits is termed as? B. The personnel manager is expected to
A. wages play varied roles such as supervisor, ad-
ministrative official, and adviser
B. benefits
C. The systematic gathering of data de-
C. salary rived from surveys, statistics, interviews,
D. Compensation and observations

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1.1 HUMAN RESOURCE MANAGEMENT 314

D. The role of the HR department in- 2890. Which of the following is the first step
cludes out-placements, labor law compli- in human resource planning?
ance, recordkeeping, testing, and com-
A. balancing supply and demand
pensation
B. forecasting the availability of external
2886. The characteristics of human resources candidates
are in nature
A. homogeneous C. analyzing the HR implications of the or-
ganization’s strategic plans

NARAYAN CHANGDER
B. heterogeneous
D. forecasting the availability of internal
C. ductility
candidates
D. None of the above
E. forecasting future HR needs
2887. This nominal construction has
2891. They are employees who added value
because of what the know

A. a verb
B. of adjectives
C. a noun
D. none of above
A. Temporary workers
2888. What are the impacts of chronic work
B. Contingent worker
stress?
A. Increased productivity C. Knowledge workers
B. Increased job satisfaction D. none of above
C. Mental and physical health disorders
2892. What is a key factor in creating a posi-
D. High involvement in work tive workplace culture?
2889. is the termination of an employee A. High employee turnover
contract due to incompetence
B. Employee recognition and apprecia-
tion
C. Excessive workload
D. Lack of transparency tags130.110

2893. Henry injured his back at work and

A. outsourcing he was unable to work for eight weeks.
B. redundancy His employer is establishing a rehabilita-
tion program for his return to work.With
C. dismissal which legislation is Henry’s employer com-
D. shortlisting plying?

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1.1 HUMAN RESOURCE MANAGEMENT 315

2897. With a cafeteria plan, employees can

choose?

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A. The hours that they want to work
B. From among benefits of equal value
C. The type of payment plan they want
D. Random days off from work

2898. Which is called the selection of best

course of action from a number of alter-
A. Anti-discrimination
natives
B. Workers Compensation
A. Planning
C. Occupational Health and Safety
B. Organising
D. Equal Employment Opportunity
C. Controlling
2894. In most organizations, human resource D. Staffing
managers are categorized as , who as-
sist and advise in areas like recruiting, 2899. Which of the following options are in-
hiring, and compensation. cluded in medical insurance?
A. staff managers; line managers A. health insurance
B. line managers; middle managers B. wellness insurance
C. line managers; staff managers C. vision insurance
D. functional managers; staff managers D. dental insurance
Explanation:Explanation:A) Human re- 2900. Which of the following factors con-
source managers are usually staff man- tribute to Organizational performance?
agers. They assist and advise line man-
agers in areas like recruiting, hiring, and A. Performance quality
compensation. However, line managers B. Profitability
still have human resource duties. C. Customer satisfaction
2895. What is the role of performance man- D. Promotions & Demotions
agement and appraisal processes?
2901. The process of training individuals
A. To determine employee benefits through classroom or formal instruction
B. To identify employee training needs A. Orientation
C. To evaluate employee job performance B. Simulation training
D. To develop employee compensation C. Apprentice training program
plans
D. Online training
2896. Ways HR outsourcing is done except:
2902. Steer employees in the right direction
A. Discrete services by setting SMART goals and monitoring
B. Multi-process services progress.
C. Total HR outsoursing A. Goals and milestones
D. Hired more staff B. Performance analytics

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1.1 HUMAN RESOURCE MANAGEMENT 316

C. Customizable workflows 2908. All information collected during job anal-

D. Custom Training Plan ysis EXCEPT
A. human requirement
2903. In the context of HRM in M&As deci-
B. job context
sions about resources involve staffing and
retention issues, termination decisions be- C. machines used
ing particularly important. D. personal background
A. True 2909. What are the stages in human resource

NARAYAN CHANGDER
B. False planning?
A. Goal setting and strategic planning,
2904. Which of the following is considered as
program implementation and evaluation,
strategic activity?
and forecasting
A. Productivity B. Determining labor demand, determin-
B. Recruitment ing labor supply, and determining labor
C. Planning surplus or shortage
C. Internal sources, external sources,
D. All of the above
and recruitment sources
2905. What are the different methods of per- D. Job analysis, performance appraisal,
formance appraisal? and job evaluation
A. Peer evaluation only 2910. What is/are the different facet/s of Hu-
B. The different methods of performance man Hesource Management?
appraisal include 360-degree feedback, A. Recruitment and Selection
management by objectives, graphic rating
B. Succession Planning
scales, and behaviorally anchored rating
scales. C. Compensation and Benefits
C. Annual salary increase D. Business Expansion
D. Self-assessment only 2911. Safety Policy is a part of function of
HRM
2906. What are the measures? Success in per-
sonnel management A. managerial
B. operational
A. There are a lot of employees.
C. strategical
B. High welfare income
D. developmental
C. Few employees resign
D. Can hire a lot of employees 2912. What is the purpose of induction train-
ing for new employees?
2907. The diversity consists of visible and non- A. Helps new employees to settle into
visible differences which include factors, their job quickly
such as gender, age, background, race, dis-
B. Ensures there is some production from
ability, personality and workstyle.
worker whilst they are training
A. True C. Teaches a broad range of skills using
B. False specialist trainers

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1.1 HUMAN RESOURCE MANAGEMENT 317

D. Introduces the employee to their fel- 2917. Vacation time, Sick leave, Bonuses, Tu-
low workers ition reimbursement

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2913. It is the process of evaluating the or- A. Staffing
ganization, individual employees and em- B. Workplace Policies
ployees tasks to determine what kinds of C. Compensation and Benefits
training, if any are necessary
D. Retention
A. Training
E. Training and Development
B. Training Needs Assessment
2918. A supervisor conducts a workshop on
C. Work Environment
how to properly dispose of a certain chem-
D. Readiness for Training answer ical.
2914. Medical insurance is an example of A. Staffing
A. Direct Financial Compensation B. Compensation and Benefits

B. Indirect Financial Compensation C. Compliance

C. Non-financial Compensation D. Training and Development

D. none of above E. Employee Relations

2919. People who work regularly at the com-

2915. Human resources are
pany are entitled to permanent employee
status.
A. permanent
B. part-time
C. freelance
D. temporary

2920. Why might a supermarket prefer to em-

ploy people on part-time contracts?
A. Indentured Servants
A. Part-time workers want a career in su-
B. People constructing a business en- permarkets
trepreneurs
B. Part-time workers have less skills than
C. Hypnotized Fools full-time workers
D. People employed in a business per- C. Part-time workers cost less
sonnel
D. Part-time workers need less training
2916. are payments for labor or services
2921. Choose the correct option
that are made on an hourly, daily, or per-
unit basis.
A. salaries
B. benefits
C. Wages
D. stocks A. A

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1.1 HUMAN RESOURCE MANAGEMENT 318

B. B D. Technology only affects the physical

C. C work environment, not HR management

D. D 2926. Why was OSHA (Occupational Safety &

Health Agency) created in the 1970’s?
2922. Identify two features below that are of
the Hard HRM: A. Humans were being discriminated
A. Top down communication. based on race and color
B. Humans were dying and becoming dis-

NARAYAN CHANGDER
B. Focus on job enrichment and satisfac-
tion. abled because employers did not have
safe work environments
C. Manages the employees through fre-
quent redundancy and recruitment. C. None of the Above
D. Democratic leadership style. D. The government had extra tax funds
and needed a new government agency
2923. The development of, , , , , , , , , , , ,
, , , , , , , , , HRM has also placed more 2927. Sick-leave pay, vacation pay, pension
strategic, long-term emphasis on the need plans and health plans are examples of:
for organizations to plan and prepare for
the future of the business. A. fringe benefits
A. digital B. off-schedule salary
B. strategic C. bonus sharing
C. traditional D. non-monetary salaries
D. contemporary
2928. Choose the correct option
2924. While the overall selection process is
the responsibility of the HR department,
managers or supervisors often make the
final decision about hiring personnel into
their unit.
A. True A. A
B. False B. B
2925. Explain how technology can be an envi- C. C
ronmental factor affecting human resource D. D
management.
A. Technology decreases efficiency and 2929. What is the final step in conducting a job
increases the need for manual labor analysis?
B. Technology can impact human re- A. writing a job description and job spec-
source management by changing the ifications
way tasks are performed, increasing effi-
B. collecting data on specific job activities
ciency, and requiring new skills and train-
ing for employees. C. validating all of the collected job data
C. Technology has no impact on human re- D. reviewing relevant background infor-
source management mation

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1.1 HUMAN RESOURCE MANAGEMENT 319

2930. What are the different training meth- 2935. Every action of hrm is directed towards
ods? the accomplishment of

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A. Classroom A. Targets
B. Online B. HRM goals
C. Observation C. organizational goal
D. Selection D. none of the above
2931. What is one of the characteristics of a
2936. HR Metrics are quantifiable metrics of
bureaucratic organization according to We-
HR functions
ber?
A. Reduce wasted time A. True

B. Identify management principles that B. False

are still relevant in the modern world of
work 2937. The development and implementation
of systems in an organization for at-
C. Efficiency is a top priority tracting, developing and retaining a high-
D. Clear hierarchy performing workforce is the definition for

2932. Which is an internal method of recruit- A. Culture Building

ment? B. Human Resource Management
A. Job centre C. Human Resource Manager
B. Notice board D. Recruitment Process
C. Newspaper
2938. What are the skills and responsibilities
D. Testing of an HR Manager?
2933. A process that is used for identifying A. Overseeing hiring practices and pay-
and developing internal people with the roll
potential to fill key business leadership po-
sitions in the company is called B. Administering employee benefit pro-
grams
A. Succession planning
C. Having excellent interpersonal and
B. Investing in human resources communicative abilities
C. Highly talented personnel creation D. All of the above
D. None of the above
2939. Strategic plans are created and carried
2934. Below are agents of change in to- out by:
day’s environment resource management
EXCEPT A. people.

A. Service-oriented trend B. Human Resources personnel.

B. Oriented demographic trends C. a Board of Directors.
C. Trend-oriented economy D. a CEO.
D. Government Oriented trends E. a CFO.

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1.1 HUMAN RESOURCE MANAGEMENT 320

2940. is the attempt to find and attract B. To ensure that employees have the
qualified job applicants in the external la- necessary skills and knowledge for their
bor market. roles
A. Labor forecasting C. To provide financial incentives to the
staff
B. Qualifying
D. To outsource certain tasks to external
C. Recruitment
agencies
D. Labor pool development

NARAYAN CHANGDER
2945. Which of the following factors is most
2941. Process through which organization en- likely to reduce the future number of staff
sures it always has proper number of em- required by a firm?
ployees with appropriate skills in right A. an increase in forecast demand for the
jobs at right time to achieve organizational fim’s product
objectives. This statement is the descrip-
B. an increase in labour turnover
tion of:
C. higher productivity levels of staff
A. Staffing
D. a law limiting the number of hours em-
B. Job Analysis ployees can work in a week
C. Human Resource Planning
2946. What are the five stages in Tuckman’s
D. Recruitment model of team development, in chronolog-
ical order?
2942. Interview Question:What changes have
you made in working with others to be A. Forming, storming, norming, perform-
moreeffective at work? This question will ing, and adjourning
help the interviewer to learn more about B. Storming, forming, norming, perform-
thecandidate’s ing, and adjourning
A. professional characteristics C. Norming, forming, storming, perform-
ing, and adjourning
B. team skills
D. Forming, storming, performing, norm-
C. goals for the future with the company
ing, and adjourning
D. dedication to completing a project
2947. It describes the formal, ongoing efforts
2943. 8.In career development focus, indi- that are made within organizations to im-
vidual goal setting is the part of prove the performance and self-fulfillment
of their employees through a variety of ed-
A. ....training and development
ucational methods and programs.
B. .... performance appraisal A. Training and Development
C. .... recruitment and planning B. Recruitment and Selection
D. ....Human resource planning C. Performance evaluation
2944. What is the purpose of training and de- D. Labor Relations
velopment in HRM?
2948. Reflect on the challenges organizations
A. To increase the number of employees may face in the selection and staffing pro-
in the organization cess. How can organizations enhance their

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1.1 HUMAN RESOURCE MANAGEMENT 321

recruitment strategies to attract a diverse B. is easy to implement due to immigra-

pool of qualified candidates and ensure a tion laws
fair and unbiased selection process? C. is an inexpensive trategy

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A. By conducting employee performance D. makes it easy on the employee’s family
reviews
2953. A study by researchers at Duke Univer-
B. By managing employee benefits sity examined the records of nearly 12,
C. By screening and shortlisting candi- 000 university employees and found that
dates employees with an unhealthy weight ex-
D. By providing employee coaching and perienced higher medical costs than those
mentoring of workers with ahealthy weight. How
much higher were these medical costs?
2949. This is used to assess an applicant’s suit- A. Two times higher
ability for a position.
B. Three times higher
A. Induction
C. Four times higher
B. Shortlist D. Five times higher
C. Interview
2954. David feels that his team is losing mo-
D. Appraisal tivation. He wants to give the employ-
ees something that will motivate them to
2950. What does HR work do?
work. This is called
A. Bring people in, fire people, catch peo- A. Training
ple, punish people.
B. Incentive
B. Recruit, develop, retain, utilize
C. Headcount
C. Recruit people, pay salaries, evaluate
D. Job description
people.
D. Recruit people, organize activities, de- 2955. A separate department namely de-
velop people, evaluate people. partment is now set up in all organizations
to tackle the problem of personnel in the
2951. For Training programs to be successful, organization
top management support is required. A. Marketing
A. True B. administration
B. False C. staffing
2952. The advantage of the Geocentric Ap- D. personnel
proach:is that it 2956. Elements that are part of the contractual
issues

A. makes the best use of human re-

sources A. Management Tactics

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1.1 HUMAN RESOURCE MANAGEMENT 322

B. Compensation, Benefits and Job Secu- 2961. An induction programme is organized

rity for:
C. Bussiness, Contract and Lockouts A. Senior staff
D. none of above B. Field workers
2957. As part of the performance review pro- C. Staff welfare
cess at SkyGen, raters use a rating scale D. New employees
from which they must choose from state-

NARAYAN CHANGDER
ments such as “works hard” vs. “works 2962. Which of the following refers to the
quickly.” This is an example of a graphic number of staff away from work as a per-
rating scale. centage of the firm’s total workforce, per
A. True time period?
B. False A. High labour turnover

2958. One of the duties of the staff managers B. Absenteeism

is to explain the company’s policies and C. Labour turnover
procedures. D. Average number of staff
A. True
2963. Act in the interest of the employer, ef-
B. False
fectively recommends such managerial ac-
2959. What was the conclusion of tions if the exercise of such authority is
Hawthorne’s research on human factors not merely routinary or clerical in nature
in work productivity? but requires the use of independent judge-
A. Psychological factors have no influ- ment.
ence in the research A. Managerial
B. Good social interaction has no effect B. Supervisory
on productivity
C. Rank and File
C. Changes in physical working condi-
D. none of above
tions have no direct relationship with out-
put 2964. What is MNE?
D. Better lighting increases productivity A. Multinational Entrepreneur
2960. Ken is managing a project in which the B. Multinational Executive
morale of the team is very low. The
C. Multinational Enterprise
team members have been on the project
for more than a year; though the project D. Multinational Expatriate
is due to end in a few weeks’ time, they
still do not know what is in store for them. 2965. Which approach in HRM audit involves
What should Ken have planned better to measuring the deviation from company
avoid such a situation? policies and procedures?
A. Ground rules A. Compliance approach
B. 360-degree feedback B. External authority approach
C. Job rotation within the project C. Statistical approach
D. Staff release plan D. Management by objectives approach

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1.1 HUMAN RESOURCE MANAGEMENT 323

2966. Which of the following is NOT one of the 2971. The cost incurred may be low and the
3 categories of employee benefits? time is also reduced. This is best described
about

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A. Benefits added as a perk
A. outsourcing
B. Benefits that are required by law
B. external recruitment
C. Benefits the employee must get on
their own C. internal recruitment
D. Benefits that are considered a stan- D. recruitment agency
dard
2972. A huge part of business management is
2967. Turnover rate is the percentage of em- being able to manage people. In order to
ployees who voluntarily leave your com- do this successfully, managers need to be
pany in one year. knowledgeable in a variety of HR topics.
Which one ISN’T an HR topic!
A. True
A. Employee Development& Performance
B. False appraisal plus review

2968. A training that takes place away from B. Family matters in the person’s life.
the workplace is known as on-the-job C. Human Resource Planning.
training.
D. Compensation, promotion, incentives
A. TRUE and benefits.&Separation and termina-
tion.
B. FALSE
E. Recruitment and Selection.
2969. Ineffective planning of workforce would
be highlighted by 2973. The quality of Human resource manage-
ment is based on the of an organisa-
A. recruitment and selection problems tion
B. The need to out source some of the A. performance
production
B. productivity
C. A need to offer retraining to current
employees. C. success
D. teamwork
D. An opportunity to increase the use of
mechanization. 2974. Function of Human resource manage-
ment is by nature
2970. Which of the following can an organiza-
tion most easily accomplish by incorporat- A. helping
ing a skill-based pay plan? B. assisting
A. Employee suggestions that are re- C. consulting
warded if they contribute to productivity
D. advisory
B. Development of team leaders
2975. Allison, a manager at a large clothing re-
C. A more flexible pool of people to rotate
tail store, needs to determine essential du-
among interrelated jobs
ties that have not been assigned to specific
D. Lower labor costs employees. Which of the following would

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1.1 HUMAN RESOURCE MANAGEMENT 324

most likely provide Allison with this infor- A. interns

mation? B. mentors
A. work activities C. freelancers
B. job context D. coaches
C. job analysis
2980. Which of the following fields requires a
D. performance standard skilled HR professional?
Explanation:Explanation:C) Job analysis

NARAYAN CHANGDER
can help reveal duties that need to be as- A. People handling
signed to a specific employee. Work activ- B. Clarifying
ities, performance standards, and job con- C. Both (a) and (b}
text are the types of information that are
provided through a job analysis. D. None of the above

2976. What is two individual risk factor? 2981. The advancement of an employee within
the small business to a position with more
A. Biological and psychological authority and responsibility.
B. Sociological and psychological A. Job Description
C. Chronological and biological B. Transfer
D. Geographical and sociological C. Promotion
2977. When a team member realizes that he D. Discharge
will be on vacation during certain critical
2982. From the following which is the impor-
activities of a project what is the best
tant feature of teams
thing for him to do?
A. plan, control and improve their own
A. Contact the project manager immedi-
work processes.
ately to provide the project manager with
his schedule B. set their own goals and inspect their
own work
B. Include the information in his next re-
port C. prepare their own budgets and coordi-
nate their work with other departments
C. Request that the issue be added to the
project issue log D. All the above
D. Recommend preventive actions 2983. What does S stand for in SMART goals
2978. Recruiting and training costs are lower A. Selective
when recruiting B. Significant
A. Former employees C. Special
B. Competitor employees D. Specific
C. Walk-in applicants 2984. What is the need for Human Resource
D. Current employees Planning?

2979. People who provide specialty services A. For undergoing an effective employee
to businesses on an hourly basis or by the development program
job: B. To represent a base for recruitment

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1.1 HUMAN RESOURCE MANAGEMENT 325

C. To represent a base for selection pol- B. Expects employee to think, work to-
icy gether and get involved in the process.

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D. All of the above C. Not Rewards employee ownership of
processes, products and services.
2985. Manpower planning takes into account
staffing needs in terms of D. Not recognizes employees’ value.
A. Quantity and nothing else
2990. The word of “Employee” in Disney lan-
B. Quantity and quality guage
C. closeness of the work place and home A. Casting rep
B. Guest
D. none of above
C. Cast member
2986. Angel is dealing with stress at work and
D. udio-animatronic figure
is expending an excessive amount of men-
tal or physical energy over too long a pe- 2991. Successful managers today tend to em-
riod of time, which is known as power their employees and give them the
A. high demand authority to make decisions without super-
B. high effort visory approval.
C. low control A. True
D. low reward B. False
2987. A job description is a written docu- 2992. When appraisals are made by superiors,
ment that describes the overall purpose of peers, subordinates and clients then it is
the job; the TDRs; and the qualifications called
needed to do it.TDRs are:
A. 360 degree feedback
A. Realities, Detriments, To Dos.
B. 180 degree feedback
B. Responsibilities, To Dos, Tasks
C. Self-appraisal
C. Responsibilities, Duties, Tasks
D. Reasons, Duties, Tasks D. All of these

2988. Industrial action generally does not in- 2993. Human resource management can play a
clude? basic role in buildingstrong employee rela-
tionships.
A. Strike
B. Lock-out A. TRUE

C. Demonstration B. FALSE
D. Bandh 2994. Which one is NOT included in a job de-
2989. Employee empowerment will be scription?
achieved by A. The character of the boss
A. Management must not provide an B. Job duties
open, nonthreatening, creative environ-
C. Qualifications
ment that encourages employee involve-
ment. D. Requirements

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1.1 HUMAN RESOURCE MANAGEMENT 326

2995. How to select candidates for a role? B. Employees

A. 1. Preliminary screening2. Interview3. C. Workers
Assessment (written and practical exami- D. Management
nation)4. Background investigation5. Pre- Explanation:HRM is a function of Manage-
employment medical examination6. Job ment. It relates to how the management
offer of an organisation develop their employ-
B. 1. Background investigation2. Pre- ees in order to maxamise the potential of
liminary screening3. Interview4. As- the company

NARAYAN CHANGDER
sessment (written and practical examina-
3000. The purpose of human resource manage-
tion)5. Pre-employment medical examina-
ment is to ensure that thepeople employed
tion6. Job offer
by the organization are being used as effi-
C. 1. Interview2. Preliminary screening3. cientlyand effectively as possible.
Assessment (written and practical exami-
A. TRUE
nation)4. Background investigation5. Pre-
employment medical examination6. Job B. FALSE
offer 3001. What was the field of human resource
D. none of above management commonly known as prior to
the last ten to fifteen years?
2996. Making sure a company follows laws
A. Personnel Administration
and regulations describes the HR manage-
ment activity of B. Financial Management
A. Employee Relations C. Marketing Management
B. Compliance D. Operations Management
C. Staffing 3002. Which is the best predictor of appraisal
D. Benefits reactions:
A. relationship quality
2997. Management is concerned with the
B. the performance rating
people’s dimension in organizations.
C. appraisal participation
A. Human resource
D. they are all equally good predictors
B. Business
C. Banking 3003. Development can be defined as

D. None of these

2998. Classification of people based on physi-

cal or biological characteristics:
A. culture
B. ethnicity
C. nationality A. Organizational activities which aims to
D. race improve current performance.
B. Learning activities designed to help in-
2999. HRM is said to be a function of? dividual employee grow but which are not
A. Professionals confined to a particular job.

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1.1 HUMAN RESOURCE MANAGEMENT 327

C. Designed to help group employees to 3008. HR manager is the paragon of or-

deliver lower standard of service. derly and seamless organization. His
staff is well organized. Organized files,

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D. Designed to decrease employee’s job
satisfaction. strong time management skills and per-
sonal efficiency are good indicators of
3004. The common reason why people work is well-organized human resource function.
to A. Multitasking
A. make friends B. Organization
B. make money C. Trust and confidence
3005. Which managers work directly with the D. none of above
employees who perform the day-to-day
tasks of a business? 3009. For forecasting the supply of human
resources within an organization, com-
A. middle managers
monly used methods include:Markov anal-
B. top management ysis, archival data analysis and
C. supervisors A. trend analysis
D. all of the above B. manager succession model
3006. Marie is a single mother of two adoles- C. Delphi method
cent children. In order for her to be home D. regression prediction method
when her children arrive from school, her
supervisor allowed her to start her day an 3010. On-boarding is associated with
hour earlier. This is an example of:
A. Career Planning
A. flextime
B. Induction
B. job sharing
C. Relocation assistance
C. career balancing
D. formal training
D. job flexibility
E. shared time scheduling 3011. Compensation is basically an award in
the form of
3007. What is evidence-based HR?
A. Job Promotion
A. Human resources practices have a
B. Financial and Non-financial
positive influence on the company’s bot-
tom or key stakeholders C. Financial
B. The practice of using quantitative D. Nonfinancial
methods and scientific methods to ana-
lyze big data 3012. Human resource manager is primarily
responsible for conducting the administra-
C. Information merged from data
tion of financial markets to help the orga-
sources to make evidence-based human
nization achieve its goals
resource decisions
A. True
D. The primary professional organization
for HRM B. False

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1.1 HUMAN RESOURCE MANAGEMENT 328

3013. The strategic role of HR management fo- thousand dollars, “ what conflict resolu-
cuses attention on enabling ordinary em- tion technique is the project manager try-
ployees to turn out extra ordinary perfor- ing to use?
mance, taking care of their ever changinge A. Smoothing
expectations This part includes HR being
the B. Problem Solving

A. Change agent and strategic partner C. Forcing

B. Roleplayer and puppeteer D. Compromising

NARAYAN CHANGDER
C. Liaison and Information disseminator 3018. Offering an employee the opportunity
to participate in a group health insurance
D. Mid-pin between the top and the lower
plan is an example of a:
levels of Management
A. wage
3014. When we tend to see some persons into
B. salary
a pre-defined image, this is called making
of C. bonus
A. Stereotype D. benefit

B. Prejudice 3019. The process of seeking applicants for po-

C. Discrimination tential employment

D. none of above A. Job analysis

B. Job design
3015. What’s a key responsibility of HRM in
C. Training
dealing with decentralized work sites?
D. Recruitment
A. Reducing work flexibility for employ-
ees 3020. The fact that people make comparisons
B. Overlooking work quality management to others is central to
C. Ensuring health and safety of decen- A. expectancy theory
tralized employees B. the need for pay secrecy
D. Limiting compensation policy reevalua- C. pay-for-performance programs
tion opportunities D. equity theory
3016. A type of power that is used to get peo- 3021. The act was enacted with the objective
ple to do things based on a position of au- of providing for the registration of trade
thority. unions and verification of the membership
A. Coercive power of trade unions registered so that they
may acquire a legal and corporate status
B. Legitimate power
A. Yes
C. Expert power
B. No
D. Reward power
3022. and Health Benefits
3017. If you hear a project manager saying to
a customer “We all agree that this project A. Laws affecting Employment
is important. Let’s not fight over a few B. Workplace Policies

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1.1 HUMAN RESOURCE MANAGEMENT 329

C. Compensation and Benefits 3027. It is also known as “restructuring” or

D. Worker Protection “reduction in force”

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E. Training and Development A. Outsourcing

3023. refers to the legal agreement be- B. Downsizing

tween an employer and employee C. Merging
D. none of above

3028. This nominal construction is interpreted

as

A. contract of engagement
B. contract of employment
C. contract of working conditions
D. contract of job description A. performance effects
3024. What are the advantages of bureau- B. effective returns
cracy as a form of organization?
C. effects and returns
A. Openness in communication
D. none of above
B. Flexibility in decision making
C. Ability to adapt quickly 3029. Four Human Resource Management
D. High efficiency Functions:

3025. What does the training and develop- A. Staffing-Performance Appraisal-

ment functional area of HR management Training and Development-Compensation
focus on? B. Introducing-Directing-Organizing-
A. Training, development, career plan- Mentoring
ning
C. Neat-Clean-Diligent-Concise
B. Recruitment, talent acquisition, selec-
tion, onboarding D. Staffing-Training and Development-
Terminating-Rotation
C. Performance appraisal, improvement,
intervention 3030. Which HRM function consists of training
D. Compensation, benefits, recognition, and development, individual career plan-
work life effectiveness ning and development activities, organiza-
tion development, and performance man-
3026. Role in human resource management in agement and appraisal?
the organization Whose duty is it?
A. organizational development
A. HR
B. HR executives B. employee and labor relations

C. Senior executives C. management by objectives

D. Every supervisor D. human resource development

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1.1 HUMAN RESOURCE MANAGEMENT 330

3031. the adjective in this construction is inter- A. Do not provide the employee with the
preted as real reason they are fired
B. If you offer severance pay, make cer-
tain that you receive a signed statement
releasing your company from any claims
C. Check with HR to dertermine if the em-
ployee signed an agreement at the time of
A. understanding hire that retained management’s ability to

NARAYAN CHANGDER
B. comprehensive dismiss at will

3032. These are a written set of steps that D. Make certain that you avoid using an
identifies the actions an employer will words such as “permanent employment”
take when there are issue relating to em- that would give the employee reason to
ployee conduct or performance. make a claim against the firm.
A. Disciplinary procedures 3036. Job security is
B. Code of misconduct A. employees feeling they will only have a
C. Grievance procedures position for as long as management wants
D. Labour action them
B. the feeling that management are look-
3033. Which of the following is an example of ing to terminate employment
a benefit to job sharing?
C. employees feeling they will continue
A. Absenteeism and tardiness is in-
to work somewhere until they decide it’s
creased
time to move on
B. Workers are less engaged and less
productive D. an ongoing decrease in productivity
over time
C. Provides employment opportunities
for many people who can’t work full time 3037. Select the benefits of training
D. none of above A. Good reputation and makes hiring eas-
ier
3034. A position usually becomes or is vacant
in an organisation because of: B. Higher morale, reduced absenteeism
A. the creation of the position as a brand and reduced turnover
new post, due to company expansion C. Increase quality of output
B. the current holder of the position being D. Less errors the first time around
promoted to a higher position
E. Organizational targets being met
C. the position being vacated because
of retirement, resignation, death or dis- 3038. Which of the following refers to the ter-
missal mination of a worker’s employment due
D. all of the above to their incompetence or breach of employ-
ment contract?
3035. When terminating an employee, which
A. Dismissal
of the following statements is not good
practice? B. Redundancy

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1.1 HUMAN RESOURCE MANAGEMENT 331

3039. True or False:According to the definition 3044. The purpose of is to provide a sum-
provided in class, Compensation refers to mary of skills, abilities and accomplish-
all forms of financial returns, tangible ser- ments of the individuals.

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vices and benefits, as well as relational re- A. Application form
turns.
B. Test
A. True
C. Resume
B. False
D. Analyzing the job
3040. Wyatt and Keigan are having a dis-
3045. ensure worker safety
agreement over a project at work. Riley,
their team leader, wants to resolve the A. Laws affecting Employment
conflict. Which of the following is a com- B. Workplace Policies
mon method she could use?
C. Compensation and Benefits
A. Ignoring the issue
D. Worker Protection
B. Mediation
E. Training and Development
C. Escalating the issue to higher manage-
ment 3046. The department that manages the “hu-
man capital” of the company or organiza-
D. Terminating Wyatt and Keigan
tion.
tags130.132
A. Finance Department
3041. What is the primary concern raised by
B. Human Resource Department
the employee and indigenous people?
C. Research And Development
A. Cultural sensitivity in the workplace
D. none of above
B. Lack of medical assistance
C. Workplace safety measures 3047. Who laid the foundation of HRM prac-
tice?
D. none of above
A. Elton Mayo
3042. State courts have ruled companies that B. Roethlisberger and Dickinson
failed to do adequate background checks
liable for C. Peter Drucker and Douglas McGregor

A. over-recruiting. D. Peter Drucker and Douglas McGregor

B. staff inflation 3048. The amount of money a salaried em-

ployee is paid does not change, no matter
C. deceptive interviewing
how many hours per week are worked.
D. negligent hiring
A. true
3043. Which factor reflects the career devel- B. false
opment of employees in the enterprise?
3049. Which of the following is not apart of
A. Job description
the main stages of the grievance proce-
B. Organizational orientation dures?
C. Job advancement A. conciliation
D. Performance evaluation B. dismissal

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1.1 HUMAN RESOURCE MANAGEMENT 332

C. mediation B. Studies to prepare personnel for con-

D. arbitration tainment at an uncertain time.
C. Education to prepare personnel for
3050. What is the first step in the recruitment
containment at a certain time.
process?
A. Conduct interviews D. Education to prepare personnel for
management roles.
B. Check references
3055. The relationship between manager and

NARAYAN CHANGDER
C. Post a job advertisement
their employees must be handled effec-
D. Identify the need for a new employee
tively if both the employees and the or-
or position
ganization are to prosper together. Refer-
3051. Kevin is interviewing for a position as ring to which functions?
a public relations specialist in a communi- A. Function:Employee & Labor Relations
cations firm. He first meets with the HR
manager. Afterwards, he meets with the B. Function:Safety & health
department manager. Finally, he meets C. Function:Compensation
with the company president. Kevin is most
likely experiencing a interview. D. Function:Human Resource Develop-
ment
A. panel
B. serial 3056. Whose responsibility is it to provide
C. board protective clothing/equipment and train-
ing on how to use it?
D. mass
A. Employer
3052. Which of the following is NOT a function
of management? B. Employee

A. Analyzing 3057. The movement of employees in and out

B. Directing of the company in a given period of time
C. Organizing (usually one year).

D. Planning A. Human resource planning

B. Labour turnover
3053. .... is an information bank that contains
information on non-managerial employees C. Contracting process
and is usually stored on a computer.
D. Human resource management
A. Markov Analysis
B. Succession chart 3058. What is the main goal of managers ac-
cording to Mary Parker Follett?
C. Bottom up approach
A. Creating harmony in the organization
D. Zero base forecasting
B. Make every employee a business
3054. What does long-term investment in ed- owner
ucation mean?
C. Optimizing worker productivity
A. Education to prepare personnel for
succession. D. Generate benefits for society

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1.1 HUMAN RESOURCE MANAGEMENT 333

3059. After a company’s training needs are de- C. Job specification

termined, what is the next step in training
D. HR system
and development?

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A. Determining what training resources 3063. Ways HR outsourcing is done except:
are available A. Discrete services
B. Managing employee performances
B. Total HR outsoursing
C. Keeping records for personnel files
C. Multi-process services
D. Dismissing employees who are not up
D. Hired more staff
to standard

3060. Organisations that do not adopt a 3064. Interviews can be done in groups.
strategic HRM approach and a global vi- A. RIGHT
sion will
B. SALAH
A. develop effective two-way communica-
tion 3065. Performance review includes all of the
B. are virtually guaranteed to fail following EXCEPT:
C. find it easier to implement traditional
HRM activities
D. have much more flexibility in respond-
ing to environmental changes

3061. Equity theory is where people judge

how we are being treated relative to how
we see others being treated.
A. review of an employee’s goals
B. outcomes over a given period
C. future pay raises
D. achievements for a given period

3066. Identify Elton Mayo

A.
A. True
B. False

3062. ::computerized system containing in-

formation on each employee’s education,
skills, work experiences and career aspi- B.
rations
A. HRM
B. Employee information system

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1.1 HUMAN RESOURCE MANAGEMENT 334

scores based on quantitative predictors is

the
C. A. personal judgment approach
B. quantitative approach
C. quantitative approach
D. quantitative approach
D.

NARAYAN CHANGDER
3072. The Hay profile method uses which
three factors for evaluating jobs?
3067. Recruiting is sometimes viewed as A. Knowledge, skill, and responsibility
unethical. B. Responsibility, mental ability, and skill
A. Former employees C. Responsibility, knowledge, and mental
B. Competitor employees ability

C. Walk-in applicants D. Knowledge, accountability, and mental

ability
D. Current employees
3073. Which one of the following is a written
3068. is a statement of information about statement that describes the activities, re-
duties and responsibilities of a particular sponsibilities, working conditions, and su-
job. pervisory responsibilities of a job?
A. Job dimension A. job analysis
B. Job areas B. job specification
C. Job description C. job context
D. Job specification D. job description

3069. What are the different levels of man- 3074. To offer a car insurance to employee
agement in an organization? who works as a delivery person, what
A. Entry-level, mid-level, senior-level kind of benefit this company offers?

B. Operational, tactical, strategic A. Mandated Benefit

C. Supervisory, middle, top B. Additional Benefit

C. Normal Benefit
D. Junior, senior, executive tags130.142
D. Non-mandated Benefit
3070. Which is the process of helping new em-
ployees adjust to a company? 3075. Companies without an HR department
do not participate in HR management ac-
A. Recruitment
tivities.
B. Training
A. True
C. Human resource management
B. False
D. Orientation
3076. The forecast of human resource demand
3071. The approach to decision making that of enterprises should be based on the fol-
identifies candidates with the highest lowing factors:

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1.1 HUMAN RESOURCE MANAGEMENT 335

A. Internal environment C. Competence-based pay

B. External environment D. Factor comparison

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C. Enterprises’ strategies 3081. What is/are the objective of Human Re-
D. Organization orientation source Management?

3077. Healthy and safe employees are more A. To create a negative work culture
likely to B. To achieve organizational goals
A. remain productive C. To optimize organizational behavior
B. earn managerial promotions D. To fulfill staffing needs while creating
C. request salary increases and maintaining a positive work environ-
ment for employees
D. join labor unions
3082. The movement to a higher level or posi-
3078. Which of the following is not a charac- tion is called.
teristic of performance appraisal?
A. demotion
A. always fair
B. promotion
B. participative
C. transfer
C. must be periodic
D. termination
D. purely subjective
3083. What is the meaning of role ambiguity?
3079. What employee-related questions need
to be included in a process audit when A. Individual faces what appears
evaluating a high-performance work sys- B. Responsibility as employee
tem? Example:Are quality-of-life goals be-
C. Ambitious
ing achieved for employees?
D. Begins when a worker feels uncertain
A. Are employees actually working to-
of what is normal
gether, or is the term “team” just a label?
B. Are employees getting the information 3084. Special compensation program designed
they need to make empowered decisions, to motivate high performance
and are they engaged?
C. Are training programs developing the
knowledge and skills employees need?
D. Are employees being rewarded for
good performance and useful sugges-
tions?
E. Are employees treated fairly so the
power differences are minimal?

3080. Collapsing many salary grades into a

few wide salary bands is known as
A. Pay Range
B. Broadbanding A. Incentive Program

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1.1 HUMAN RESOURCE MANAGEMENT 336

B. Contract 3089. The employee complaint process that is

C. Profit Sharing Plan most similar to a grievance procedure un-
der a union contract is the
D. none of above
A. open-door policy.
3085. Hospital administrator Amanda has an B. hearing officer complaint system.
urgent time orientation so she is likely to
C. peer-review system.
A. be laid back and casual about time. D. step-review system.

NARAYAN CHANGDER
B. value time as a scarce resource. 3090. What does job description mean?
C. invite her staff to participate in many A. Employee Turnover
retreats.
B. Job Specification
D. enjoy sitting through PowerPoint pre-
C. Selection Process
sentations of substantial length.
D. Job Description
3086. What is the main objective of the HRM
audit in relation to the company’s policies 3091. What does the term ‘separation’ in-
and procedures? volve for a business?
A. To decrease marketing expenses A. Multiskilling
B. To ensure compliance with legal re- B. Division of labour between depart-
quirements ments
C. To increase employee turnover C. Division of labour between a worker
D. To expand the product line and management
D. The ending of the employment contract
3087. According to a literature analysis by
Schuler, the main reasons for engaging in 3092. Which area does the HRM audit aim to
an IJV are: identify for improvement in supporting the
A. To gain knowledge and to transfer that company?
knowledge A. Production efficiency
B. Host government insistence B. Financial management
C. Increased economies of scale C. Marketing strategies
D. All 3 answer is correct? D. HRM activities
3088. Target setting is a part of appraisals, 3093. A business characterised by low levels
and should be SMART: of staff turnover would also have which
A. Summative, measurable, adaptative, other features of the employment relation-
realistic and time bound ship?
B. Specific, measurable, adaptive, real- A. High levels of employee satisfactio-
isitc and time bound nand low productivity
C. Specific, measurable, achievable, real- B. Regular industrial disputes and poor-
istic and time bound worker morale
D. Summative, measurable, achievable, C. High levels of productivity and good-
realistic and time bound worker morale

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1.1 HUMAN RESOURCE MANAGEMENT 337

D. Low levels of employee satisfactio- D. Authoritarian thinking

nand irregular industrial disputes
3099. Recent research indicates that there is

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3094. Selection is a process? a strong positive relationship between
A. Negative employee engagement and organizational
performance.
B. Positive
A. True
C. Both
B. False
D. Neither positive nor negative
3100. How many steps in the performance ap-
3095. .... refers to training carried out off-site praisal process?
an organization which often requires spe-
cialist instructors A. 4

A. job training B. 6

B. off-the-job training C. 10

C. re-shoring training D. 5

D. behavioral training 3101. What is the definition of human re-

source management?
3096. -Formative-a planned and ongoing
process-Summative-written description of A. The formal systems designed to man-
an employees performance-360 Feedback- age people and organizations
collecting evidence from other parties-Self- B. The process of hiring and firing em-
appraisal-employees appraise themselves ployees
based on predetermined criteriaWhat is C. The management of financial re-
the four items above represents? sources in an organization
A. Extrinsic Motivation D. The process of developing marketing
B. Types of Appraisals strategies
C. Flexible Structures 3102. Definition of selection
D. Selection process A. Process of attracting suitable people
3097. What does employee resignation or job to apply for job vacancies
change mean? B. Process of choosing a suitable appli-
A. Evaluating Applicants cant to fill an available job vacancy

B. Employee Turnover C. The increase in a natural population as

progeny grow and new members arrive
C. Job Specification
D. A person to whom a voluntary con-
D. External Recruiting veyance or disposition is made
3098. What is one management principle that 3103. How can organizations ensure effective
is still relevant in the modern world of on-the-job training for employees?
work?
A. By not allowing employees to practice
A. Traditional thinking new skills
B. Autonomous thinking B. By only providing theoretical knowl-
C. Scientific thinking edge

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1.1 HUMAN RESOURCE MANAGEMENT 338

C. By not giving any feedback to the em- 3108. Below are some of the sectors which
ployees are required for companies to contribute
D. Organizations can ensure effective on- to HRDF except
the-job training for employees by provid- A. port services
ing clear objectives, hands-on experience, B. manufacturing
regular feedback, and opportunities for
practice and application of new skills. C. commercial land transport
D. barber shop

NARAYAN CHANGDER
3104. The demand for personnel is less than
the supply of personnel is a 3109. What is one way a manager can develop
A. Structure an effective group of employees?

B. Shortage A. Trust them each to make good deci-

sions.
C. Surplus
B. Come to understand the unique needs
D. Decision of each employee.
3105. Simulators are training and delivery sys- C. Ask the better employees to do most
tems commonly used for training airline pi- of the work.
lots. D. Motivate them all to change their
A. True ways.
B. False 3110. The final step in the HR planning process
is:
3106. An appraisal system that takes into ac-
count financial, customer, processes, and A. Analyzing
learning categories is called B. Forecasting
A. the balanced scorecard approach C. Implementing
B. the 360-degree evaluation D. Planning
C. the customer-oriented approach
3111. This is the organization’s norms and
D. management by objectives value system

3107. According to this definition by Edwin A. Company Culture

Flippo:HRM is planning, organizing, direct- B. Company Policy
ing, controlling of procurement, develop- C. Company Vision and Mission
ment, compensation, integration, mainte-
nance & separation of human resources to D. none of above
the end so that , & objectives
3112. The performance review process often
are achieved.
includes all of the following except a(n)
A. Individual, organisational and social
A. evaluation of the employee’s social
B. Personal, professional and aspira- standing in the work environment
tional B. specific feedback on how to enhance
C. Employee’s, Government’ s and Indus- positive performance
trial C. assessment of performance as com-
D. Liberalist, Communist and Socialist pared to defined standards

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1.1 HUMAN RESOURCE MANAGEMENT 339

D. clear definition of expectations from 3118. What led to the development of human
the employee resource management in the late 1970s?

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A. Increase in competition
3113. A pension plan is an example of a(n)?
B. Globalization
A. Fringe benefit
C. Deregulation
B. Bonus check
D. Technological change
C. Commission
D. Profit-sharing plan 3119. How may innovation influence
employer-employee relations in an organi-
3114. Which of the following is not an intrinsic zation?
reward? A. Improve communication
A. Feeling of accomplishment B. Decrease productivity
B. Money C. Increase conflict
C. Being part of a work team D. Reduce motivation
D. Pride in one’s work 3120. The following is not a job evaluation
method.
3115. Employers sometimes complains that la-
bor does not share in the burden of losses. A. Factor comparison method
Workers on the other hand, complain, not B. Point Method
sometimes without justification, that em-
C. Ranking method
ployer through “creative accounting” re-
ports losses when in truth it has operating D. Assessment method
profits.
3121. State weather the following Statement
A. Just share in fruits of production is True in terms of Limitations in Human Re-
B. Manner by which hierarchical de- source Planing ‘’Vacancies resulting from
mands are made or executed deaths and resignations can be predicted
accurately”
C. Unfair Labor Practice
A. True
D. none of above
B. False
3116. Unionization does not restrict the free-
3122. a serious disagreement or argument,
dom of management in areas.
typically a protracted one.
A. True
A. Employers’ Asscociation
B. False B. Conciliation
3117. One of two categories of Interview C. Work-to-Rule
questions are as under: D. Industrial Democracy
A. Strategic Questions E. Conflict
B. Objective Questions
3123. What are the reasons for employers for
C. Behavioural Questions using online recruitment?
D. Mathematical Questions A. Reducing cost per hire.

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1.1 HUMAN RESOURCE MANAGEMENT 340

B. Increasing speed to hire. 3128. What are the benefits of having a well-
C. Strengthening the employer brand. defined HR planning and strategy in place?
D. All above are correct. A. Decreased recruitment, retention, and
organizational performance
3124. What does the employee safety and
health functional area of HR management B. Improved recruitment, retention, and
focus on? organizational performance
A. Employee safety, security, workers C. No impact on recruitment, retention,

NARAYAN CHANGDER
compensation and organizational performance
B. Training, development, career plan- D. Increased costs and decreased effi-
ning ciency
C. Performance appraisal, improvement,
intervention 3129. What is the main purpose of Work-
force Planning in Human Resource Man-
D. Compensation, benefits, recognition,
agement?
work life effectiveness
A. To analyze the financial status of the
3125. The HR strategy of an enterprise is:
organization
A. The separation of policy and managem-
net activities B. To identify the number of people
needed and the type of skills required
B. The integration between policy and
management activities C. To develop new products for the orga-
nization
C. The combination of personnel strate-
gies and implementation of labor laws D. To manage the marketing strategies of
D. The integration of HR management ac- the company
tivities and rewards system
3130. Which method is believed to be solved
3126. Job Bidding and Job Posting is related bias in performance appraisal issue?
with
A. Paired comparison method
A. Internal Recruitment
B. Graphic rating scales
B. External Recruitment
C. Direct Recruitment C. Human Asset Accounting
D. Third Party Recruitment D. Forced distribution method

3127. leadership coaches and facilitates em- 3131. A summary of the objectives of a job,
ployees to achieve better results by being the type of work to be done, the responsi-
supportive, helping them, protecting them bilities and duties, the working conditions,
from outside interference, and by being and the relationship of the job to other
available. functions.
A. Performance Management System
A. Job Description
B. Continuous Improvement and Re-
newal B. Flex Time Planning

C. Employee Quality C. Job Sharing

D. Management Quality D. Job Specification

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1.1 HUMAN RESOURCE MANAGEMENT 341

3132. job description is 3137. IN HR PLANNING WHAT IS DONE

A. written statement that explains the ac- A. *Anticipating vacancies

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tivities and responsibilities of the job B. *Planning job requirements
B. written statement that consists of per- C. *Job selection
sonal qualities, traits, skills and qualifica-
tions D. Determination of the sources of re-
cruitment.
C. written statement that explains the
E. *Granting remuneration
sort of person who could best fill the po-
sition 3138. Performance Management System is im-
D. written statement that list details of portant for:
the ideal recruit A. Documentary evidence

3133. is the process of introducing new B. Legal compliance

employees to the organization, giving C. Business expansion
them support and guidance.
D. Customer satisfaction
A. Deployment
3139. It was mentioned in class that Jack
B. Appraisal Welch, former CEO of General Electric, said
C. Induction that Human Resources Management is the
most important business function because
D. Staff welcome who you select onto your team is more
important than other business functions.
3134. Managing employee performance and
True or False?
development is a key element of or-
ganisations. A. True
A. stressful B. False
B. successful 3140. Which of the following would improve
the ability of staff to reach benchmarked
3135. The drawback of using traditional ways standards within a business?
to recruit applicant such as through adver-
tising in newspaper is A. Improved training and develop-
mentstrategies
A. the life span is short
B. Decreased channels ofcommunication
B. applicants are from within within the business
C. limited number of candidates C. Increased monetary rewards
D. Applicants has to pay high cost D. Decreased promotionalopportunities
for junior staffmembers
3136. What is HRP?
3141. OpTech uses both interviews and a bat-
A. Human tery of tests when screening job candi-
B. Resource dates. If the results of the tests and the
interviews both indicate that a candidate
C. Planning
should be hired or rejected, the selection
D. All of the above procedure can be describedas

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1.1 HUMAN RESOURCE MANAGEMENT 342

A. having predictive validity C. Human Capital

B. being reliable D. none of above
C. being redundant 3145. What aspects of trade union does The
D. having content validity Trade Union Act 1926 enlists
A. Employee rights
3142. What were the conclusions of
Hawthorne’s research regarding the char- B. Employee liabilities
acteristics of bureaucratic organizations?

NARAYAN CHANGDER
C. Employee responsibilities
A. Bureaucratic organizations have ad- D. All the above
vantages in increasing productivity
3146. What are the solutions to maintain an
B. Bureaucratic organization has no influ-
effective workforce?
ence on productivity
A. Fairness in remuneration
C. Bureaucratic organization only has an
influence on productivity for some work- B. Provide benefits
ers C. Remuneration is based on work re-
D. Bureaucratic organizations have short- sults
comings in increasing productivity D. All of the above solutions
3143. Deployment is: 3147. is the process of estimating the
A. causing an employee to become unem- quantity and quality of people required to
ployed, i.e. dismissing an employee meet the future needs of the organization.
B. making an employee work fewer A. Demand forecasting
hours, in order to pay them less B. Supply forecasting
C. moving employees around to other C. Environmental forecasting
jobs within the organisation, according to
D. None of the above
the skills and abilities of those employees
and the needs of the organisation 3148. What is the definition of competitive-
D. recruiting more employees in order to ness?
help the company expand its operation A. The ability of a company to maintain
and gain market share in its industry
3144. What is the result of the job analysis?
B. The policies, practices, and systems
that influence employees’ behavior
C. The process of analyzing a company’s
competitive situation
D. The ability of a company to survive and
succeed in a dynamic competitive environ-
ment

3149. HR shepherds candidates through the in-

A. The job description and the job specifi- terview process and, once they’re hired,
cation. ensures that each employee gets the thor-
B. Talent Management ough introduction to people, processes,

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1.1 HUMAN RESOURCE MANAGEMENT 343

and tools they need to hit the ground run- 3155. What are students who work for little
ning. or no pay in order to gain experience in a
particular field called?

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A. TRUE
A. interns
B. FALSE
B. freelancers
3150. Marcus, an HR manager for Samsung, C. delegates
must decide what positions the firm should
D. recruits
fill in the next six months, which means
Marcus is currently working on 3156. is the process of attracting suitable
A. writing job descriptions people to apply for job vacancies

B. personnel planning A. recruitment

B. selection
C. screening job candidates
C. training
D. interviewing job candidates
D. development
3151. Reese is a U.S. citizen sent by a U.S.
3157. What are the limitations of performance
company to work abroad. Reese is a(n)
appraisal?
A. host-country national. A. It is expensive
B. third-country national. B. The Halo error
C. international manager. C. The Recency Error
D. expatriate. D. It is a difficult process

3152. Personnel Management is an art be- 3158. Whose responsibility is it to use work
cause personnel managers make decisions items correctly?
at the right time the o achieve desired re- A. Employer
sults.
B. Employee
A. FALSE
3159. An organization recently introduced
B. TRUE flexible working hours and work-from-
home options. What trend in HR does this
3153. Which of the following are statutory represent?
provisions for employee protection
A. Traditional HR Management
A. compulsory minimum wage rate
B. Emerging Trends in HR
B. workmen’s compensation C. Staff Morale Improvement
C. provision of protective clothing D. Classical HR Approach
D. clean and safe workplace
3160. Which one of the following terms refers
to the procedure used to determine the
3154. An HR officer can attract the best appli-
duties associated with job positions and
cant using competitive salary packages.
the characteristics of the people to hire for
A. True those positions?
B. False A. job specification

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1.1 HUMAN RESOURCE MANAGEMENT 344

B. job analysis B. Employment of temporary staff

C. job context C. Overtime
D. job description D. Work sharing
3161. Ergonomics-the interface between indi-
3166. Below are the importance of global hu-
viduals’ physiological characteristics and
man resource information system EXCEPT
the physical work environment
A. True

NARAYAN CHANGDER
A. Multinational corporations have taken
B. False greater urgency for global HRIS
3162. A situation, typically one involving op- B. Demonstrate good corporate citizen-
posing parties, in which no progress can ship
be madecause because of fundamental dis-
C. Decrease in overall effectiveness
agreement.
A. deadlock D. Universal HRIS allow a real time oper-
ations
B. strike
C. lockout 3167. A business’s human resources consist of
the people who work for it
D. none of above
A. True
3163. What should be done in Administering
pay & benefits? B. False
A. Extensive record keepingand report-
3168. The tourism and hospitality labor mar-
ing
ket is characterized by
B. Provide employees with information
A. A relatively large proportion of un-
about their benefits
skilled occupations
C. Decide which benefits to offer andhow
much of the cost willbe shared by employ- B. Transferability of skills at any level be-
ees tween a broad range of establishments.

D. Systems for keeping trackof employ- C. Relatively low levels of pay, particu-
ees’ earningsand benefits larly for unskilled workers

3164. Which one is not considered “compe- D. All of them are correct
tency”?
3169. What are environmental factors?
A. Monetary motivation
A. External elements that can affect an
B. Health issue organism’s well-being
C. Ethical behavior
B. Elements that only affect plants, not
D. Computer skill animals
3165. When a business is temporarily short of C. Factors that have no impact on an or-
employees in small numbers, the priority ganism’s well-being
action plan of the business union is to: D. Internal elements that can affect an or-
A. Outsource ganism’s well-being

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1.1 HUMAN RESOURCE MANAGEMENT 345

3170. a collective organization of manufactur- 3175. The HR manager at Dart Electronics, a

ers, retailers, or other employers of wage small business operating in Rio de Janeiro,
labor. Brazil, observed that in 2019, out of an

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A. Employers’ Association average workforce of 83, there had been
the following leavers:five employees had
B. Go-Slow taken jobs at other businesses, two em-
C. Industrial Democracy ployees had retired, one employee had re-
signed for an unspecified reason and three
D. Conflict Resolution
employees had left to care for young chil-
E. Deadlock dren. What was the labour turnover for
2019?
3171. Which of the following does not belongs
to the group? A. 12%
A. Steadiness B. 13.3%
B. Dominance C. 10.8%
C. Drivers D. 6%
D. Compliance 3176. Which of the following can you store in
a Glossary?
3172. Which of the following is a reason that
the role of HR management is changing? A. Words, Definitions and Language of a
subject
A. Business costs are going down
B. Names of Books on a topic
B. Employees place a greater emphasis
on work over personal lives. C. Language that will help learners under-
stand text and write assignments
C. The workforce is younger than ever.
D. Answers to Questions
D. There is greater diversity in the work-
Explanation:A Glossary is like a dictionary
force.
used for a particular topic or subject. Typ-
3173. What are the most popular type of em- ically it will contain the explanation of lan-
ployee benefit? guage that may have a specific meaning
for the field of knowledge
A. Insurance plans
B. Retirement benefits 3177. are important sources of white-
collar and managerial positions. They
C. Employee stock ownership plans
charge fees for each applicant they place
D. “Cafeteria” benefits; Health and
A. Commercial agencies
safety programs.
B. Government agencies
3174. Job Analysis is a systematic procedure
C. Non-profit agencies
for securing and reporting information
defining a D. None of the above
A. specific job 3178. Termination of an employees services
B. specific product for economic reasons is called as
C. specific service A. Layoff
D. all of these B. Retrenchment

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1.1 HUMAN RESOURCE MANAGEMENT 346

3179. What are the factors that have con- A. No recognition or rewards, work-life
tributed to the growth of personnel man- imbalance, unresolved conflicts
agement in the Philippines? B. Micromanagement, low pay, lack of
A. Increasing complexity of business op- feedback
erations C. No opportunities for growth, toxic
B. Decreasing government regulations work environment, poor communication
C. Decreasing labor unions D. Effective communication, opportuni-

NARAYAN CHANGDER
ties for growth, recognition and rewards,
D. Decreasing complexity of business op-
work-life balance, positive work environ-
erations
ment, conflict resolution
3180. It is concerned with eliciting and re- 3184. Research shows that companies who
inforcing desired behaviors and workout help their employees hit the right work-
comes through compensation and other life balance have employees that are 20
forms of recognition. percent more satisfied with their jobs.
A. Goal setting A. True
B. Performance appraisal B. False
C. Reward setting
3185. Training can be defined as
D. none of above

3181. What do employee qualifications mean?

A. Selection Process
B. Internal Recruiting
C. Job Specification
A. Organizational activities which aims to
D. Employee Turnover improve employee’s current performance.

3182. Top 10 qualities employers seek in job B. Activities designed to decrease em-
candidate ployee’s motivation.

A. Teamwork skills C. Activities designed to help individual

employee’s grow.
B. Computer skills
D. Organizational activities which aims to
C. Analytical skills decrease the hotel’s revenue.
D. Flexibility/Adaptability
3186. Maslow’s Hierarchy of Needs begins
E. Detail-oriented with self-actualization as the basic need.

3183. What are some strategies for maintain- A. True

ing positive employee relations? B. False

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